Employee Performance Evaluations. Any employee performance evaluation shall be prepared by the employee's supervisor who has the responsibility and authority to prepare such reports. Employee performance evaluation reports shall be discussed with the employee prior to finalization of each category of the report. An employee will receive an appointment with his/her department's reviewing officer to discuss the evaluation by signing the evaluation form in the space provided. Each department shall make a reasonable effort to ensure that the reviewing officer for this purpose has not been a party to the preparation of the evaluation. In no case shall the reviewing officer sign the evaluation form until a review has occurred. Any regular or special evaluation with a rating of "unsatisfactory" shall include plans for employee development. Except in cases of termination, release from probation, or leave of absence, employees who receive an unsatisfactory performance evaluation must receive a follow-up evaluation. The follow-up evaluation shall cover a period of time no greater than ninety (90) calendar days from the date of the final review of the initial unsatisfactory evaluation. An employee shall have the right to submit written comments regarding any evaluation and to have such comments included in his/her personnel file along with the evaluation.
Employee Performance Evaluations. Where a formal evaluation of an employee’s performance is carried out, the employee shall be provided with a copy to read and review. Provision shall be made on the evaluation form for an employee to sign it. The form shall provide the employee’s signature in two (2) places, one indicating that the employee has read and accepts the evaluation, and the other indicating that the employee disagrees with the evaluation. The employee shall sign in one of the places provided within seven (7) calendar days. No employee may initiate a grievance regarding the contents of an evaluation report unless the signature indicates disagreement with the evaluation. The employee shall receive a copy of the evaluation report at the time of signing. An evaluation report shall not be changed after an employee has signed it, with the knowledge of the employee, and any such changes shall be subject to the grievance procedure.
Employee Performance Evaluations. The Shawnee Mission School District is interested in employing and retaining the best personnel possible. In order to maintain a high standard of performance, an employee performance evaluation system has been established.
a. A ninety (90) calendar day initial evaluation trial period for new parent educators is required. This initial evaluation trial period has been established to assess the new employee’s ability to competently perform the responsibilities of their position. Successful completion of the trial period does not change the employee’s status from that of an employee at will. All new employees will be evaluated by their supervisor and receive a written performance evaluation not later than the end of their initial evaluation trial period. The new parent educator will be observed during a parent visit at least once during their first year of employment.
b. All parent educators who have successfully completed their evaluation trial period in their current position will be evaluated by their supervisor and receive at least one written evaluation each year by June 1.
c. Written evaluations will be made on the format authorized by the superintendent of schools.
d. The evaluation procedure may include self-evaluation on the part of the parent educator, home visit observations by the parent educator supervisor or designee and such other evaluation procedures as the superintendent may deem appropriate. Written evaluations will be reviewed and discussed with the employee by the evaluator. Both the evaluator and the employee are to sign and date the evaluation form or document. The employee's signature does not necessarily indicate their agreement with the contents of the evaluation, but is to verify that it has been reviewed, discussed, and that he/she has received a copy and is aware that it will be placed in their official personnel file.
e. Completed written employee evaluations will be forwarded to Human Resources to be placed in the employee's official personnel file. The employee will be given a copy, and may submit a written response to the evaluation for inclusion with it in their official personnel file.
Employee Performance Evaluations. The District and the union agree that regular evaluations are a constructive way to provide employees with regular feedback, to recognize exemplary performance, and to correct unsatisfactory performance if necessary.
a. Probationary employees. Probationary employees shall be provided evaluations following three (3), six (6) and nine (9) months of service. Any employee performance evaluation shall be prepared by the employee’s supervisor who has the responsibility and authority to prepare such reports.
b. Regular employees. Regular full-time employees. Regular full-time employees shall be evaluated annually. Employee performance evaluation reports shall be discussed with the employee prior to finalization of each category of the report. An employee will receive an appointment with his/her department’s reviewing officer to discuss the evaluation by signing the evaluation form in the space provided. Each department shall make a reasonable effort to ensure that the reviewing officer for this purpose has not been a party to the preparation of the evaluation. In no case shall the reviewing officer sign the evaluation form until a review has occurred. Any regular or special evaluation with a rating of “unsatisfactory” shall include plans for employee development. Except in cases of termination, release from probation, or leave of absence, employees who receive an unsatisfactory performance evaluation must receive a follow-up evaluation. The follow-up evaluation shall cover a period of time no greater than ninety (90) calendar days from the date of the final review of the initial unsatisfactory evaluation. An employee shall have the right to submit written comments regarding any evaluation and to have such comments included in his/her personnel file along with the evaluation. Any proposed change to the established evaluation form shall be subject to negotiations.
Employee Performance Evaluations. Section 1. Employee performance evaluation reports will be made on probationary employees, at the end of three (3) months and prior to the end of six (6) months. Performance evaluation reports shall be reviewed with the employee by the employee's supervisor or department head. Performance evaluation reports on regular (non-probationary) employees shall be made annually. Employees may attach a written response to the performance evaluation within twenty (20) working days.
Employee Performance Evaluations. A. The District shall conduct Employee performance evaluations on District-issued evaluation forms which may include a narrative attachment. No disciplinary action will be taken against an Employee based on any issues raised in a performance evaluation if such issues occurred more than 365 days prior to the date the Employee received the evaluation.
B. Probationary Evaluations An Employee shall receive no less than three (3) performance evaluations during the twelve (12) month initial probationary period. Probationary periods may be extended in accordance with Article 6.8 C of this Agreement. An Employee promoted into a new classification will receive no less than two (2) performance evaluations during his/her initial six (6) months in the new position. Such evaluations will be conducted at reasonable intervals.
C. Employee Rights
1. Any Employee has the right to file a written statement to be attached to his/her performance appraisal and placed in the personnel file. Such statements must be filed with the reviewer within five (5) working days of receiving the evaluation.
2. An Employee who disagrees with a less than satisfactory overall performance rating may, within ten (10) working days of receiving the evaluation:
3. File a rebuttal statement with the reviewer for attachment to the performance evaluation; and,
4. Informally appeal the evaluation to the supervisor of the reviewer.
a. Once the informal appeal has been filed and a decision rendered, no further appeal is available to the Employee.
Employee Performance Evaluations. 13 (1) Employee performance evaluations shall be reviewed with the employee before such 14 evaluations are placed in the employee’s personnel file. The employee shall sign such 15 evaluations after they are completed in ink or typed and be given a copy of same.
16 (2) Employee shall have the right to submit written comments with respect to their 17 performance evaluation in accordance with Section 3.07(3).
18 (3) Employee evaluations shall be completed in a timely manner and 19 expeditiously forwarded to the Division of Human Resources.
Employee Performance Evaluations.
a. Each City department shall have the right to conduct employee performance evaluations on a department-wide basis at the discretion of the appointing authority. Probationary employees will normally be evaluated every three (3) months. Non-probationary employees will normally be evaluated annually.
b. An employee who disagrees with a performance evaluation may within ten
Employee Performance Evaluations. Employees have the right to respond in writing to the evaluation report should they so desire. Said responses should be submitted to the reviewer no later than thirty days after the evaluation interview.
Employee Performance Evaluations a. Each City department shall have the right to conduct employee performance appraisals on a department-wide basis for all employees at the discretion of the appointing authority.
b. Employees on probation shall receive performance evaluations every three (3) months during the probationary period.
c. Permanent employees shall receive performance evaluations at least once each year, normally near the employee’s anniversary date.
d. Prior to modifying the Employee Performance Evaluation (Local 39, Unit 1), departments and Labor Relations will discuss the proposed evaluation form with the Union. The parties agree to meet during the first year of this agreement to modify the Employee Performance Evaluation.
e. An employee who disagrees with a performance evaluation may within fourteen (14) calendar days from the date of the performance evaluation:
(1) Write a rebuttal statement for attachment to the performance evaluation form; and/or
(2) Request further review with the supervisor of the reviewer, but in no case higher than the department head or designee.
f. Requests for review of employee performance evaluations are not subject to the grievance procedure.