Common use of Employment Evaluation Clause in Contracts

Employment Evaluation. A. An employee must be evaluated at least once during any semester in which she/he is employed except in the case of ELC/ITP employees. An ELC/ITP Instructor who has completed her/his probationary period must be evaluated at least once per year. The evaluative criteria shall be made clear to the employee upon commencement of duties. B. Except in cases of gross misconduct related to the employee's suitability for employment, evaluation must be made only on the employee's qualifications and performance of assigned duties and responsibilities. C. Evaluation may include assessment of the employee's performance by the students assigned to the employee, but decisions not to reappoint an employee cannot be based exclusively on student evaluations. Each employee shall be assessed on an individual assessment form. The employee has a right to an assessment by the person to whom the employee is responsible and/or such other person(s) as may be designated by the Chair. The request for an evaluation must be sent in writing to the Chair, in a timely manner. D. Each department shall prepare student assessment forms suited to its own use, with the consultation of the departmental Shop Xxxxxxx, or other Union Representative. A copy of the form must be forwarded to the Union Office. E. The purpose and importance of student assessments must be stated explicitly on the form. F. There shall be no alteration of the employee's completed student assessment forms or the summary prepared therefrom, by any persons granted access to them. G. Access to all original student assessment forms and all summaries of those forms shall be guaranteed to each person evaluated therein. The original completed forms shall be withheld from the person evaluated only until submission of final grades is completed. Any student assessment form received after final grades are approved by the Department will be disregarded and destroyed. Access to original student assessment forms shall be available to the individual for a period of three (3) semesters following the semester in which the assessment was made. H. A copy of the department's evaluation shall be forwarded to the person evaluated by the end of the first week of classes of the following semester. The evaluation shall not normally be considered part of the file until she/he has had reasonable opportunity to discuss the evaluation with her/his supervisor and add comments to the file. This shall not preclude the use of the evaluation for rehiring in the semester immediately following the evaluation. I. Whenever reasonably possible, supervisors shall bring serious or continuing problems to an employee's attention. If not resolved to the supervisor's satisfaction it should again be brought to the employee's attention in writing, before formally citing such problems in evaluations, or using them in any proceedings against the employee. J. The design, administration and interpretation of such evaluations falls within the area of management's rights and responsibilities. Such rights and responsibilities will be exercised in a fair and reasonable manner. K. Where an employee is not reappointed due to unsatisfactory performance, the department will immediately notify the employee of that fact and the reason for the decision. The employee, following such notification, may request a meeting with the Department Chair to discuss the reasons for the decision and to place additional information before the Chair. Such a meeting will be held within three working days of the request. The employee is entitled to TSSU representation at that meeting if she/he wishes. The Department Chair will, within forty-eight (48) hours, determine whether the original decision will be changed or not. This finding shall be immediately conveyed to the employee. If the employee upon receipt of the second decision wishes to file a grievance that grievance shall commence at Step II of the grievance procedure. If no resolution to the grievance is achieved at Step II the matter shall be referred to an expedited arbitration process. The parties will meet to discuss the time frames to be used on each grievance, however, the following deadline is established for all such arbitration (unless altered by mutual agreement of the parties). The decision of the arbitrator must be issued prior to the conclusion of the appointment process for the semester following the one in which the dispute arises (e.g. if the reappointment dispute involves the spring semester, the arbitration award must be published prior to the conclusion of the appointment process for the summer semester).

Employment Evaluation. A. An employee must be evaluated at least once during any semester in which she/he is employed employed, except in the case of ELC/ITP employees. An ELC/ITP Instructor who has completed her/his probationary period must be evaluated at least once per year. The evaluative criteria shall be made clear to the employee upon commencement of duties. B. Except in cases of gross misconduct related to the employee's suitability for employment, evaluation must be made only on the employee's qualifications and performance of assigned duties and responsibilities. C. Evaluation may include assessment of the employee's performance by the students assigned to the employee, but decisions not to reappoint an employee cannot be based exclusively on student evaluations. Each employee shall be assessed on an individual assessment form. The employee has a right to an assessment by the person to whom the employee is responsible and/or such other person(s) as may be designated by the Chair. The request for an evaluation must be sent in writing to the Chair, in a timely manner. D. Each department shall prepare student assessment forms suited to its own use, with the consultation of the departmental Shop Xxxxxxx, or other Union Representative. A copy of the form must be forwarded to the Union Office. E. The purpose and importance of student assessments must be stated explicitly on the form. F. There shall be no alteration of the employee's completed student assessment forms or the summary prepared therefrom, by any persons granted access to them. G. Access to all original student assessment forms and all summaries of those forms shall be guaranteed to each person evaluated therein. The original completed forms shall be withheld from the person evaluated only until submission of final grades is completed. Any student assessment form received after final grades are approved by the Department will be disregarded and destroyed. Access to original student assessment forms shall be available to the individual for a period of three (3) semesters following the semester in which the assessment was made. H. A copy of the department's evaluation shall be forwarded to the person evaluated by the end of the first week of classes of the following semester. The evaluation shall not normally be considered part of the file until she/he has had reasonable opportunity to discuss the evaluation with her/his supervisor and add comments to the file. This shall not preclude the use of the evaluation for rehiring in the semester immediately following the evaluation. I. Whenever reasonably possible, supervisors shall bring serious or continuing problems to an employee's attention. If not resolved to the supervisor's satisfaction it should again be brought to the employee's attention in writing, before formally citing such problems in evaluations, or using them in any proceedings against the employee. J. The design, administration and interpretation of such evaluations falls within the area of management's rights and responsibilities. Such rights and responsibilities will be exercised in a fair and reasonable manner. K. Where an employee is not reappointed due to unsatisfactory performance, the department will immediately notify the employee of that fact and the reason for the decision. The employee, following such notification, may request a meeting with the Department Chair to discuss the reasons for the decision and to place additional information before the Chair. Such a meeting will be held within three working days of the request. The employee is entitled to TSSU representation at that meeting if she/he wishes. The Department Chair will, within forty-eight (48) hours, determine whether the original decision will be changed or not. This finding shall be immediately conveyed to the employee. If the employee upon receipt of the second decision wishes to file a grievance that grievance shall commence at Step II of the grievance procedure. If no resolution to the grievance is achieved at Step II the matter shall be referred to an expedited arbitration process. The parties will meet to discuss the time frames to be used on each grievance, however, the following deadline is established for all such arbitration (unless altered by mutual agreement of the parties). The decision of the arbitrator must be issued prior to the conclusion of the appointment process for the semester following the one in which the dispute arises (e.g. if the reappointment dispute involves the spring semester, the arbitration award must be published prior to the conclusion of the appointment process for the summer semester).

Employment Evaluation. A. An employee must be evaluated at least once during any semester in which she/he is employed except in the case of ELC/ITP employees. An ELC/ITP Instructor who has completed her/his probationary period must be evaluated at least once per yearemployed. The evaluative criteria shall be made clear to the employee upon commencement of duties. B. Except in cases of gross misconduct related to the employee's suitability for employment, evaluation must be made only on the employee's qualifications and performance of assigned duties and responsibilities. C. Evaluation may include assessment of the employee's performance by the students assigned to the employee, but decisions not to reappoint an employee cannot be based exclusively on student evaluations. Each employee shall be assessed on an individual assessment form. The employee has a right to an assessment by the person to whom the employee is responsible and/or such other person(s) as may be designated by the Chair. The request for an evaluation must be sent in writing to the Chair, in a timely manner. D. Each department shall prepare student assessment forms suited to its own use, with the consultation of the departmental Shop Xxxxxxx, or other Union Representative. A copy of the form must be forwarded to the Union Office. E. The purpose and importance of student assessments must be stated explicitly on the form. F. There shall be no alteration of the employee's completed student assessment forms or the summary prepared therefrom, by any persons granted access to them. G. Access to all original student assessment forms and all summaries of those forms shall be guaranteed to each person evaluated therein. The original completed forms shall be withheld from the person evaluated only until submission of final grades is completed. Any student assessment form received after final grades are approved by the Department will be disregarded and destroyed. Access to original student assessment forms shall be available to the individual for a period of three (3) semesters following the semester in which the assessment was made. H. A copy of the department's evaluation shall be forwarded to the person evaluated by the end of the first week of classes of the following semester. The evaluation shall not normally be considered part of the file until she/he has had reasonable opportunity to discuss the evaluation with her/his supervisor and add comments to the file. This shall not preclude the use of the evaluation for rehiring in the semester immediately following the evaluation. I. Whenever reasonably possible, supervisors shall bring serious or continuing problems to an employee's attention. If not resolved to the supervisor's satisfaction it should again be brought to the employee's attention in writing, before formally citing such problems in evaluations, or using them in any proceedings against the employee. J. The design, administration and interpretation of such evaluations falls within the area of management's rights and responsibilities. Such rights and responsibilities will be exercised in a fair and reasonable manner. K. Where an employee is not reappointed due to unsatisfactory performance, the department will immediately notify the employee of that fact and the reason for the decision. The employee, following such notification, may request a meeting with the Department Chair to discuss the reasons for the decision and to place additional information before the Chair. Such a meeting will be held within three working days of the request. The employee is entitled to TSSU representation at that meeting if she/he wishes. The Department Chair will, within forty-eight (48) hours, determine whether the original decision will be changed or not. This finding shall be immediately conveyed to the employee. If the employee upon receipt of the second decision wishes to file a grievance that grievance shall commence at Step II of the grievance procedure. If no resolution to the grievance is achieved at Step II the matter shall be referred to an expedited arbitration process. The parties will meet to discuss the time frames to be used on each grievance, however, the following deadline is established for all such arbitration (unless altered by mutual agreement of the parties). The decision of the arbitrator must be issued prior to the conclusion of the appointment process for the semester following the one in which the dispute arises (e.g. if the reappointment dispute involves the spring semester, the arbitration award must be published prior to the conclusion of the appointment process for the summer semester).

Employment Evaluation. ‌ A. An employee must be evaluated at least once during any semester in which she/he is they are employed except in the case of ELC/ITP ITP/ITA employees. An ELC/ITP ITP/ITA Instructor who has completed her/his their probationary period must be evaluated at least once per year. The evaluative criteria shall be made clear to the employee upon commencement of duties. B. Except in cases of gross misconduct related to the employee's suitability for employment, evaluation must be made only on the employee's qualifications and performance of assigned duties and responsibilities. C. Evaluation may include assessment of the employee's performance by the students assigned to the employee, but decisions not to reappoint an employee cannot be based exclusively on student evaluations. Each employee shall be assessed on an individual assessment form. The employee has a right to an assessment by the person to whom the employee is responsible and/or such other person(s) as may be designated by the Chair. The request for an evaluation must be sent in writing to the Chair, in a timely manner. D. Each department shall prepare student assessment forms suited to its own use, with the consultation of the departmental Shop Xxxxxxx, or other Union Representative. A copy of the form must be forwarded to the Union Office. E. The purpose and importance of student assessments must be stated explicitly on the form. F. There shall be no alteration of the employee's completed student assessment forms or the summary prepared therefrom, by any persons granted access to them. G. Access to all original student assessment forms and all summaries of those forms shall be guaranteed to each person evaluated therein. The original completed forms shall be withheld from the person evaluated only until submission of final grades is completed. Any student assessment form received after final grades are approved by the Department will be disregarded and destroyed. Access to original student assessment forms shall be available to the individual for a period of three (3) semesters following the semester in which the assessment was made. H. A copy of the department's evaluation shall be forwarded to the person evaluated by the end of the first week of classes of the following semester. The evaluation shall not normally be considered part of the file until she/he has they have had reasonable opportunity to discuss the evaluation with her/his their supervisor and add comments to the file. This shall not preclude the use of the evaluation for rehiring in the semester immediately following the evaluation. I. Whenever reasonably possible, supervisors shall bring serious or continuing problems to an employee's attention. If not resolved to the supervisor's satisfaction it should again be brought to the employee's attention in writing, before formally citing such problems in evaluations, or using them in any proceedings against the employee. J. The design, administration and interpretation of such evaluations falls within the area of management's rights and responsibilities. Such rights and responsibilities will be exercised in a fair and reasonable manner. K. X. Where an employee is not reappointed due to unsatisfactory performance, the department will immediately notify the employee of that fact and the reason for the decision. The employee, following such notification, may request a meeting with the Department Chair to discuss the reasons for the decision and to place additional information before the Chair. Such a meeting will be held within three working days of the request. The employee is entitled to TSSU representation at that meeting if she/he wishesthey wish. The Department Chair will, within forty-eight (48) hours, determine whether the original decision will be changed or not. This finding shall be immediately conveyed to the employee. If the employee upon receipt of the second decision wishes to file a grievance that grievance shall commence at Step II of the grievance procedure. If no resolution to the grievance is achieved at Step II the matter shall be referred to an expedited arbitration process. The parties will meet to discuss the time frames to be used on each grievance, however, the following deadline is established for all such arbitration (unless altered by mutual agreement of the parties). The decision of the arbitrator must be issued prior to the conclusion of the appointment process for the semester following the one in which the dispute arises (e.g. if the reappointment dispute involves the spring semester, the arbitration award must be published prior to the conclusion of the appointment process for the summer semester).

Employment Evaluation. A. An employee must be evaluated at least once during any semester in which she/he is employed except in the case of ELC/ITP employees. An ELC/ITP Instructor who has completed her/his probationary period must be evaluated at least once per year. The evaluative criteria shall be made clear to the employee upon commencement of duties. B. Except in cases of gross misconduct related to the employee's suitability for employment, evaluation must be made only on the employee's qualifications and performance of assigned duties and responsibilities. C. Evaluation may include assessment of the employee's performance by the students assigned to the employee, but decisions not to reappoint an employee cannot be based exclusively on student evaluations. Each employee shall be assessed on an individual assessment form. The employee has a right to an assessment by the person to whom the employee is responsible and/or such other person(s) as may be designated by the Chair. The request for an evaluation must be sent in writing to the Chair, in a timely manner. D. Each department shall prepare student assessment forms suited to its own use, with the consultation of the departmental Shop Xxxxxxx, or other Union Representative. A copy of the form must be forwarded to the Union Office. E. The purpose and importance of student assessments must be stated explicitly on the form. F. There shall be no alteration of the employee's completed student assessment forms or the summary prepared therefrom, by any persons granted access to them. G. Access to all original student assessment forms and all summaries of those forms shall be guaranteed to each person evaluated therein. The original completed forms shall be withheld from the person evaluated only until submission of final grades is completed. Any student assessment form received after final grades are approved by the Department will be disregarded and destroyed. Access to original student assessment forms shall be available to the individual for a period of three (3) semesters following the semester in which the assessment was made. H. A copy of the department's evaluation shall be forwarded to the person evaluated by the end of the first week of classes of the following semester. The evaluation shall not normally be considered part of the file until she/he has had reasonable opportunity to discuss the evaluation with her/his supervisor and add comments to the file. This shall not preclude the use of the evaluation for rehiring in the semester immediately following the evaluation. I. Whenever reasonably possible, supervisors shall bring serious or continuing problems to an employee's attention. If not resolved to the supervisor's satisfaction it should again be brought to the employee's attention in writing, before formally citing such problems in evaluations, or using them in any proceedings against the employee. J. The design, administration and interpretation of such evaluations falls within the area of management's rights and responsibilities. Such rights and responsibilities will be exercised in a fair and reasonable manner. K. X. Where an employee is not reappointed due to unsatisfactory performance, the department will immediately notify the employee of that fact and the reason for the decision. The employee, following such notification, may request a meeting with the Department Chair to discuss the reasons for the decision and to place additional information before the Chair. Such a meeting will be held within three working days of the request. The employee is entitled to TSSU representation at that meeting if she/he wishes. The Department Chair will, within forty-eight (48) hours, determine whether the original decision will be changed or not. This finding shall be immediately conveyed to the employee. If the employee upon receipt of the second decision wishes to file a grievance that grievance shall commence at Step II of the grievance procedure. If no resolution to the grievance is achieved at Step II the matter shall be referred to an expedited arbitration process. The parties will meet to discuss the time frames to be used on each grievance, however, the following deadline is established for all such arbitration (unless altered by mutual agreement of the parties). The decision of the arbitrator must be issued prior to the conclusion of the appointment process for the semester following the one in which the dispute arises (e.g. if the reappointment dispute involves the spring semester, the arbitration award must be published prior to the conclusion of the appointment process for the summer semester).