Common use of Evaluation Criteria and Procedures Clause in Contracts

Evaluation Criteria and Procedures. (a) UFV encourages a work environment in which employees and supervisors communicate regularly about job performance. Performance feedback should include the employee’s progress toward achieving goals and objectives, recognition of individual accomplishments, and opportunities for growth. Ongoing communication helps ensure that there is a mutual understanding of job performance requirements and of the employee’s success in meeting them. (b) All employees will be provided with a copy of the criteria and procedures to be used in evaluating them. (c) The appropriate supervisor will present the completed evaluation in the form of a written report which will be discussed with the employee. The employee will sign the report to acknowledge that it has been received. The employee may, within five (5) work days, enter a Memorandum into the evaluation file. The evaluation report shall not be changed after the employee has signed it. (d) If re-evaluation is requested by the employee within ten (10) work days of signing the evaluation report, the re-evaluation will be prepared by a person other than the person responsible for the immediately preceding report, and that person will be chosen by the President after consultation with the Joint Professional Development Committee. (e) In the absence of a regularly scheduled evaluation report, the performance of the employee shall be deemed to be satisfactory for that period.

Evaluation Criteria and Procedures. (a) UFV encourages a work environment in which employees and supervisors communicate regularly about job performance. Performance feedback should include the employee’s progress toward achieving goals and objectives, recognition of individual accomplishments, and opportunities for growth. Ongoing communication helps ensure that there is a mutual understanding of job performance requirements and of the employee’s success in meeting them. (b) All employees will be provided with a copy of the criteria and procedures to be used in evaluating them. (c) The appropriate exempt supervisor will present the completed evaluation in the form of a written report which will be discussed with the employee. The employee will sign the report to acknowledge that it has been received. The employee may, within five (5) work days, enter a Memorandum into the evaluation file. The evaluation report shall not be changed after the employee has signed it. (d) If re-evaluation is requested by the employee within ten (10) work days of signing the evaluation report, the re-evaluation will be prepared by a person other than the person responsible for the immediately preceding report, and that person will be chosen by the President after consultation with the Joint Professional Development Committee. (e) In the absence of a regularly scheduled evaluation report, the performance of the employee shall be deemed to be satisfactory for that period.

Evaluation Criteria and Procedures. ‌ (a) UFV encourages a work environment in which employees and supervisors communicate regularly about job performance. Performance feedback should include the employee’s progress toward achieving goals and objectives, recognition of individual accomplishments, and opportunities for growth. Ongoing communication helps ensure that there is a mutual understanding of job performance requirements and of the employee’s success in meeting them. (b) All employees will be provided with a copy of the criteria and procedures to be used in evaluating them. (c) The appropriate supervisor will present the completed evaluation in the form of a written report which will be discussed with the employee. The employee will sign the report to acknowledge that it has been received. The employee may, within five (5) work days, enter a Memorandum into the evaluation file. The evaluation report shall not be changed after the employee has signed it. (d) If re-evaluation is requested by the employee within ten (10) work days of signing the evaluation report, the re-evaluation will be prepared by a person other than the person responsible for the immediately preceding report, and that person will be chosen by the President after consultation with the Joint Professional Development Committee.Committee.‌ (e) In the absence of a regularly scheduled evaluation report, the performance of the employee shall be deemed to be satisfactory for that period.

Evaluation Criteria and Procedures. (a) UFV encourages a work environment in which employees and supervisors communicate regularly about job performance. Performance feedback should include the employee’s progress toward achieving goals and objectives, recognition of individual accomplishments, and opportunities for growth. Ongoing communication helps ensure that there is a mutual understanding of job performance requirements and of the employee’s success in meeting them. (b) All employees will be provided with a copy of the criteria and procedures to be used in evaluating them. (c) The appropriate exempt supervisor will present the completed evaluation in the form of a written report which will be discussed with the employee. The employee will sign the report to acknowledge that it has been received. The employee may, within five (5) work days, enter a Memorandum into the evaluation file. The evaluation report shall not be changed after the employee has signed it. (d) If re-evaluation is requested by the employee within ten (10) work days of signing the evaluation report, the re-evaluation will be prepared by a person other than the person responsible for the immediately preceding report, and that person will be chosen by the President after consultation with the Joint Professional Development Committee. (e) In the absence of a regularly scheduled evaluation report, the performance of the employee shall be deemed to be satisfactory for that period.