Common use of End-Of-Year Appraisal Clause in Contracts

End-Of-Year Appraisal. The end-of-year appraisal, which the appointing authority will approve before it is final, shall include the following: 1. performance rating; 2. specific tasks the employee needs to achieve during the next appraisal period and performance standards/behavioral elements; 3. modifications to the employee's job description, if any; and 4. recommendations for training to enhance the employee's skills, if any. The Employer will not prescribe a forced distribution of levels for ratings for employees covered by this Agreement. No quotas or other limitations shall be applied to employee ratings. The supervisor responsible for the end-of-cycle appraisal must have been the employee’s supervisor for at least 120 days. If such is not the case, the second level supervisor shall prepare the appraisal. If an employee is transferred, the employee shall be given an exit appraisal and it shall be used in conjunction with the employee’s new supervisor’s appraisal unless the employee has been working under the new supervisor for at least six months and the employee and the Employer mutually agree not to use the former supervisor’s appraisal. When both appraisals are used, they shall be averaged in accordance with the number of months evaluated by each appraisal. An appointing authority may change an employee's end-of-cycle final evaluation only with written justification, which cites the employee's performance standards/behavioral elements and the employee's actual performance. The supervisor shall give employees a copy of the end-of-year appraisal and a copy will be placed in the employee's personnel file. A statement of an employee's objection to an appraisal or comment may be attached and put in their personnel file.

End-Of-Year Appraisal. The end-of-year appraisal, which the appointing authority will approve before it is final, shall include the following: 1. performance rating; 2. specific tasks the employee needs to achieve during the next appraisal period and performance standards/behavioral elements; 3. modifications to the employee's =s job description, if any; and 4. recommendations for training to enhance the employee's =s skills, if any. The Employer will not prescribe a forced distribution of levels for ratings for employees covered by this Agreement. No quotas or other limitations shall be applied to employee ratings. The supervisor responsible for the end-of-cycle year appraisal must have been the employee’s =s supervisor for at least 120 days. If such is not the case, the second level supervisor shall prepare the appraisal. If an employee is transferred, the employee he/she shall be given an exit appraisal and it shall be used in conjunction with the employee’s his/her new supervisor’s =s appraisal unless the employee has been working under the new supervisor for at least six months and the employee and the Employer mutually agree not to use the former supervisor’s =s appraisal. When both appraisals are used, they shall be averaged in accordance with the number of months evaluated by each appraisal. An appointing authority may change an employee's =s end-of-cycle final evaluation only with written justification, justification which cites the employee's =s performance standards/behavioral elements and the employee's =s actual performance. The supervisor shall give employees a copy of the end-of-year appraisal and a copy will be placed in the employee's =s personnel file. A statement of an employee's =s objection to an appraisal or comment may be attached and put in their personnel file.

End-Of-Year Appraisal. The end-of-year appraisal, which the appointing authority will approve before it is final, shall include the following: 1. performance rating; 2. specific tasks the employee needs to achieve during the next appraisal period and performance standards/behavioral elements; 3. modifications to the employee's ’s job description, if any; and 4. recommendations for training to enhance the employee's ’s skills, if any. The Employer will not prescribe a forced distribution of levels for ratings for employees covered by this Agreement. No quotas or other limitations shall be applied to employee ratings. The supervisor responsible for the end-of-cycle year appraisal must have been the employee’s supervisor for at least 120 days. If such is not the case, the second level supervisor shall prepare the appraisal. If an employee is transferred, the employee he/she shall be given an exit appraisal and it shall be used in conjunction with the employee’s his/her new supervisor’s appraisal unless the employee has been working under the new supervisor for at least six months and the employee and the Employer mutually agree not to use the former supervisor’s appraisal. When both appraisals are used, they shall be averaged in accordance with the number of months evaluated by each appraisal. An appointing authority may change an employee's ’s end-of-cycle final evaluation only with written justification, which cites the employee's ’s performance standards/behavioral elements and the employee's ’s actual performance. The supervisor shall give employees a copy of the end-of-of- year appraisal and a copy will be placed in the employee's ’s personnel file. A statement of an employee's ’s objection to an appraisal or comment may be attached and put in their personnel file.

End-Of-Year Appraisal. A. The end-of-year appraisal, which the appointing authority will approve before it is final, appraisal shall include the following: 1. An overall performance rating; 2. The specific tasks that the employee needs to achieve during the next appraisal period and performance standards/behavioral elementsobjectives; 3. modifications to Modification of the employee's ’s job description, description (if anyapplicable); and 4. recommendations Recommendations for training to enhance the employee's skills, if any. as appropriate. B. The Employer will not prescribe a forced distribution of levels for ratings for employees covered by this Agreement. No quotas apply quota or other limitations shall be applied to employee ratings. The supervisor . C. Except in cases where the former UPO III or IV to whom the employee was assigned has terminated employment or is otherwise unavailable, the UPO III or IV responsible for the end- of-year appraisal must have had the employee assigned to them for a minimum of six months. D. An employee’s end-of-cycle appraisal year evaluation must have been be approved by the Chief of Police or designee. An employee’s supervisor for at least 120 days. If such is not the case, the second level supervisor shall prepare the appraisal. If an employee is transferred, the employee shall be given an exit appraisal and it shall be used in conjunction with the employee’s new supervisor’s appraisal unless the employee has been working under the new supervisor for at least six months and the employee and the Employer mutually agree not to use the former supervisor’s appraisal. When both appraisals are used, they shall be averaged in accordance with the number of months evaluated by each appraisal. An appointing authority may change an employee's end-of-cycle final year evaluation only with may not be changed by the Chief of Police or designee unless written justification, which justification is provided that cites the employee's employee performance standards/behavioral elements standards and the employee's ’s actual performance. The supervisor Chief of Police or designee shall give employees a copy of the end-of-year appraisal that will be signed by the employee and a copy will be placed in the employee's ’s personnel file. A statement of an employee's ’s objection to an appraisal or comment may be attached and put in their personnel file. Overall performance evaluations of "Meets Standards" or above may only be grieved through Step 2 of the grievance procedure; overall performance evaluations of "Needs Improvement" or below may be grieved through the entire grievance process.

End-Of-Year Appraisal. The end-of-year appraisal, which the appointing authority will approve before it is final, shall include the following: 1. performance rating; 2. specific tasks the employee needs to achieve during the next appraisal period and performance standards/behavioral elements; 3. modifications to the employee's ’s job description, if any; and 4. recommendations for training to enhance the employee's ’s skills, if any. The Employer will not prescribe a forced distribution of levels for ratings for employees covered by this Agreement. No quotas or other limitations shall be applied to employee ratings. The supervisor responsible for the end-of-cycle year appraisal must have been the employee’s supervisor for at least 120 days. If such is not the case, the second level supervisor shall prepare the appraisal. If an employee is transferred, the employee he/she shall be given an exit appraisal and it shall be used in conjunction with the employee’s his/her new supervisor’s appraisal unless the employee has been working under the new supervisor for at least six months and the employee and the Employer mutually agree not to use the former supervisor’s appraisal. When both appraisals are used, they shall be averaged in accordance with the number of months evaluated by each appraisal. appraisal.‌ An appointing authority may change an employee's ’s end-of-cycle final evaluation only with written justification, which cites the employee's ’s performance standards/behavioral elements and the employee's ’s actual performance. The supervisor shall give employees a copy of the end-end- of-year appraisal and a copy will be placed in the employee's ’s personnel file. A statement of an employee's ’s objection to an appraisal or comment may be attached and put in their personnel file.