EVALUATION OF EMPLOYEES. Section 1. Performance evaluations are designed to serve the needs of both the employee and University. An organized program for employee performance evaluation will:
A. Improve employee satisfaction and potentially reduce employee absenteeism, turnover, and grievances;
B. Serve as an important motivational tool and improve the quality of job performance;
C. Enhance the ability to achieve Affirmative Action goals through improved supervisor-employee communications;
D. Base personnel actions on objective, accurate and fair performance appraisals;
E. Monitor the performance of probationary employees on a timely basis. Performance evaluation is the review and rating of all factors relevant to an employee’s effectiveness on the job. It involves observation, guidance, training and open communication between the employee and supervisor. For it to be of significant benefit to both the individual employee and the University, it should be a continuous process. Performance evaluation should be seen primarily as a developmental tool. Its purpose is to assess an employee’s job related strengths and weaknesses and develop his/her competence to the fullest. In a correctly executed evaluation, the supervisor and the employee work together to find the means by which the employee’s ability can be strengthened and directed.
Section 2. To the extent practicable, performance evaluation of an employee shall be completed by mid-September, with the exception of a probationary employee who shall be evaluated in accordance with Article 19.
Section 3. Each employee shall receive a written copy of his/her evaluation and shall be entitled to discuss the evaluation with his/her immediate supervisor and, if requested, with the supervisor of the next higher level who has been so assigned. Upon receipt of a “Does Not Meet Standards” evaluation, the employee shall receive a remedial plan on how to reach a “Meets Standards” rating, and shall be re- evaluated after ninety (90) days.
Section 4. The Human Resources Office shall receive all evaluations from the Department Head and shall retain such evaluations, together with any recommendations made on the basis of any such evaluations and evidence or materials submitted in support of such evaluations, in the respective personnel file of each employee.
Section 5. Any evaluation so retained in respect to any employee may be reviewed by such employee in the office of Human Resources at any reasonable time, upon reasonable prior notice. Such empl...
EVALUATION OF EMPLOYEES. The performance of employees shall be reviewed and appraised in accordance with a uniform method of employee performance review and appraisal. A probationary employee whose performance is unsatisfactory shall not be confirmed as permanent upon the completion of the prescribed probationary period.
EVALUATION OF EMPLOYEES. Employees will be evaluated at the end of their probationary period and at such times thereafter as determined by the MOA. Evaluation of employees will not be conducted arbitrarily, capriciously or for unlawfully discriminatory purposes. The performance evaluation is not a disciplinary action under this Agreement and is not grievable or arbitrable under Article 7. The absence of a current performance evaluation shall create the presumption of satisfactory work performance. Employees will be evaluated using the systems developed pursuant to the existing MOA Personnel Rules.
EVALUATION OF EMPLOYEES. A. All non-probationary employees shall be evaluated by their immediate supervisor no less than once every three (3) years. Employees will be notified in writing by October 15th that they will be evaluated during the current school year. Evaluations shall be completed no later than May 30 of the school year in which they are due. Employees given notification of specific work related performance concerns, may be evaluated no later than May 30. The employee will be provided 24 hour notice prior to any observation or evaluation meeting.
B. Each evaluation shall include a conference with the evaluator. The evaluation may consist of formal and informal observations. If a formal or informal observation is conducted and the evaluator notes area(s) of concern, the evaluator shall meet with the employee, within five (5) days to summarize. The employee will have 24 hours notice prior to a formal observation. The evaluation process shall conclude with a conference with the evaluator and a written copy of the evaluation. The employee shall be given 24 hours notice of the evaluation conference. The employee shall sign the evaluation report prepared by the evaluator. In no case shall the employee’s signature be construed to mean that he/she necessarily agrees with the contents of the evaluation.
C. If the employee so wishes, he/she may submit a written response, which shall be attached to the file copy of the evaluation in question.
D. If a supervisor believes a bargaining unit member is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the employee is to improve, and of the assistance to be given by the Employer towards that improvement. The plan of assistance will be given by the employer.
E. All written evaluations with applicable attachments are to be placed in the employee’s personnel file.
F. The content of evaluations shall not be subject to the grievance.
G. The Association and the Board of Education may by mutual agreement change the evaluation process and the evaluation form. Evaluation forms shall be developed jointly by the association and the district and shall be subject to change by mutual agreement. When changes are made and agreed to, they will be presented to the employee group within ten (10) calendar days.
EVALUATION OF EMPLOYEES. Performance evaluations are designed to serve the needs of both the employee and Employer. An organized program for employee performance evaluation will:
EVALUATION OF EMPLOYEES. Section 1. Performance evaluations are designed to serve the needs of both the employee and Employer. An organized program for employee performance evaluation will:
A. Improve employee satisfaction and potentially reduce employee absenteeism, turnover, and grievance;
B. Serve as an important motivational tool and improve the quality of job performance;
C. Enhance the ability to achieve Affirmative Action goals through improved supervisor employee communications;
D. Base personnel actions on objective, accurate, and fair performance appraisals;
E. Monitor the performance of probationary employees on a timely basis. Performance evaluation is the review and rating of all factors relevant to an employee's effectiveness on the job. It involves observation, guidance, training, and open communication between the employee and supervisor. For it to be of significant benefit to both the individual employee and the Employer, it should be a continuous process. Performance evaluation should be seen primarily as a developmental tool. Its purpose is to assess an employee’s job related strengths and weaknesses and develops his/her competence to the fullest. In a correctly executed evaluation, the supervisor and the employee work together to find the means by which the employee's ability can be strengthened and directed.
Section 2. Performance evaluation of an employee shall be made annually by the supervisor within sixty (60) days prior to the anniversary date of initial hire or appointment to present position. Such evaluation will be recorded in writing and shall be made on the basis of the following criteria:
A. Quality and quantity of work;
B. Work habits;
C. Work attitudes;
D. Working relationships with others;
E. Supervisory ability (if employee supervises others).
A. Each employee shall receive a written copy of his/her evaluation and shall be entitled to discuss the evaluation with his/her immediate supervisor and, if requested, with the supervisor of the next higher level than the immediate supervisor who has been assigned to review the performance evaluation. For the purpose of this Article, the term immediate supervisor shall mean an individual who is outside of the bargaining unit.
Section 4. Any evaluation so retained in respect of any employee may be reviewed by such employee in the office of the personnel officer at any reasonable time upon prior written notice. Such employee shall have the right to file a written statement in response to any such evaluation...
EVALUATION OF EMPLOYEES. The performance of each employee shall be evaluated periodically, in accordance with a process established by the University. Nothing in this Article shall prohibit the written evaluation of any employee more frequently than once annually.
EVALUATION OF EMPLOYEES. Where layoffs result in increased workloads, subsequent employee evaluations will take into account, to the extent management deems appropriate, the fact that the employee has an increased workload.
EVALUATION OF EMPLOYEES. A. All formal evaluations shall be reduced to writing and a copy given to the employee within ten (10) workdays of the evaluation. If the employee disagrees with this evaluation, he/she may submit a written answer, which shall be attached to the copy of the evaluation in question.
1. When formal monitoring or observation is used by an evaluator, it shall be conducted openly and with full knowledge of the employee.
2. The School District shall work with each employee to correct any designated problem area.
B. If an employee is asked to sign evaluation placed in his/her file, such signature shall be understood to indicate his/her awareness of the evaluation, but in no instance shall said signature be interpreted to mean agreement with the content of the evaluation.
C. In the event that the support personnel feels that his/her evaluation was unjust or incomplete, he/she may put his/her objections in writing and have them attached to the evaluation report to be placed in his/her evaluation file. This right extends to any documentation included, which is the result of any legal (court) action.
EVALUATION OF EMPLOYEES. 22.1 All employees shall be continuously subject to evaluation of their performance of all job responsibilities. The Superintendent of Schools shall have complete discretionary authority to assign responsibility for evaluation of specific employees to such administrators and/or other persons as the Superintendent may designate.
22.2 All new employees will work under a ninety (90) day probationary period. During that time period the supervisor will conduct at least one (1) "formal" observation and review job responsibilities with the employee. The ninety (90) day probationary period can be extended at the discretion of the supervisor for another forty-five (45) days. Annual evaluations may be based on a variety of input sources, based on the determination of the evaluator as to what information is pertinent, reliable and representative of the employee's normal job performance. Other input sources may include (but are not limited to) "informal observations", statements from employees or other persons who have worked with or observed the employee in the performance of job duties and review of documents or other physical evidence relevant to analysis of the quality and or quantity of work performed by the employee. Teachers acting as immediate supervisors of paraprofessionals may provide input into paraprofessional evaluations but shall not have final responsibility for writing the "Evaluation".
