Evaluation Procedure. 6.1.1 The established evaluation form is to be prepared by the immediate supervisor under whom the bargaining unit member has served for sixty (60) working days or more. (See evaluation form attached as Appendix B.) The immediate supervisor is to present a draft of an evaluation report to the bargaining unit member in private and discuss the report with the bargaining unit member being evaluated. The evaluation shall be based upon direct observation by the immediate supervisor or verified facts. Evaluation reports 6.1.1.1 Permanent employees shall be evaluated annually. 6.1.1.2 Probationary employees shall be evaluated at least once during the probationary period, prior to the end of the fourth month. 6.1.2 Evaluation reports reflecting “Needs Improvement” or “Does Not Meet Standards” ratings shall be placed in the bargaining unit member’s personnel file only after written notification by the supervisor that the bargaining unit member has been given an opportunity to prepare a written response to such evaluation. Prior to evaluation reports reflecting any “Needs Improvement” or “Does Not Meet Standards” ratings the evaluator is encouraged to implement a Performance Improvement Plan. (See Performance Improvement Plan form attached as Appendix C.) 6.1.3 A bargaining unit member has the right to attach a response to his/her evaluation provided that such written response is submitted to the employee's supervisor within fifteen (15) days of the employee's receipt of the evaluation. Any timely received response shall be attached to, and become a permanent part of, the employee's evaluation. 6.1.4 Evaluatees may, within ten (10) working days, present his or her objections to the evaluation decision to the Assistant Superintendent for Human Resources. Grounds for the objections shall be based on one or more of the following: (1) the evaluation was not based on fact; (2) the evaluation was based on discriminatory standards; (3) the evaluation was not conducted in conformance with this Article. Within ten
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedure. 6.1.1 The established evaluation form is to be prepared by the immediate supervisor under whom the bargaining unit member has served for sixty (60) working days or more. (See evaluation form attached as Appendix B.) The immediate supervisor is to present a draft of an evaluation report to the bargaining unit member in private and discuss the report with the bargaining unit member being evaluated. The evaluation shall be based upon direct observation by the immediate supervisor or verified facts. Evaluation reportsreports reflecting “Needs Improvement” or “Does not meet standards” ratings shall include statements of deficiencies and recommendations for improvements, in writing, by the evaluator. The signature by the bargaining unit member does not indicate the employee’s agreement with the ratings; it indicates that the employee has received a copy.
6.1.1.1 Permanent employees shall be evaluated annually.
6.1.1.2 Probationary employees shall be evaluated at least once during the probationary period, prior to the end of the fourth month.
6.1.2 Evaluation reports reflecting “Needs Improvement” or “Does Not Meet Standards” ratings shall be placed in the bargaining unit member’s personnel file only after written notification by the supervisor that the bargaining unit member has been given an opportunity to prepare a written response to such evaluation. Prior to evaluation reports reflecting any “Needs Improvement” or “Does Not Meet Standards” ratings the evaluator is encouraged to implement a Performance Improvement Plan. (See Performance Improvement Plan form attached as Appendix C.)
6.1.3 A bargaining unit member has the right to attach a response to his/her the employee’s evaluation provided that such written response is submitted to the employee's supervisor within fifteen (15) days of the employee's receipt of the evaluation. Any timely received response shall be attached to, and become a permanent part of, the employee's evaluation.
6.1.4 Evaluatees may, within ten (10) working days, present his or her the employee’s objections to the evaluation decision to the Assistant Superintendent for Human ResourcesDirector Personnel Services. Grounds for the objections shall be based on one or more of the following: (1) the evaluation was not based on fact; (2) the evaluation was based on discriminatory standards; (3) the evaluation was not conducted in conformance with this Article. Within tenten (10) working days of receipt of such objection the Director Personnel Services shall hear the objections and render a decision whether to uphold the evaluation or rescind the evaluation.
6.1.5 The bargaining unit member's supervisor may, at any time, prepare a notice of commendation. The completed form is to be signed by the bargaining unit member to indicate receipt and the bargaining unit member shall be given a signed copy. The original notice is to be forwarded to the Personnel Services Office for filing.
6.1.6 Contents of evaluations are not subject to the grievance procedure of this Agreement, Article VII, but procedural violations are subject to the grievance procedure.
6.1.7 The probation period shall be defined as the initial six (6) month employment period.
6.1.8 In the event a permanent bargaining unit member is hired for a new position, and is subsequently released from probation under section 6.1.7, the employee will be returned to the employee’s previous classification.
6.1.9 The District, CSEA and the bargaining unit member may mutually agree to extend the probationary period of a bargaining unit member on an individual basis provided the extension is no longer than four (4) months.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedure. 6.1.1 1. Promotional and New Hire employee evaluations (Performance Report) shall be made at the end of two (2) and five (5) months of service, and at least annually thereafter no later than June 30 of each fiscal year. No evaluation of any employee shall be placed in their personnel file without an opportunity for discussion between the employee and the evaluator, if requested by the employee within ten (10) days of signing the evaluation.
2. When an evaluation of unsatisfactory performance or conduct is made, a permanent employee shall have a minimum of a thirty (30) day period, where appropriate, in which to show improvement. A second follow-up evaluation shall be given at the end of this thirty (30) day period.
a. An unsatisfactory rating shall include specific recommendations for improvements and provisions for assisting the employee in implementing any recommendations made.
3. Whenever possible, job performance shall be discussed with the employee at the time the issue is pertinent, rather than holding it in abeyance until the time of written evaluation. When an employee is counseled for the first time as to his/her performance, the employee may be required by his/her supervisor to sign a form verifying such counseling, which does not necessarily indicate that he/she agrees with the counseling. When an employee is counseled subsequent times as to his/her performance, the employee shall be required by his/her supervisor to sign a form verifying such counseling, which does not necessarily indicate that he/she agrees with the counseling. If an employee is required to sign a counseling statement, he/she shall be provided an opportunity to attach his/her written comments to the counseling statement.
4. An employee shall be provided a copy of each statement of counseling and each evaluation in a confidential manner at the time of the review. Statement of counseling shall remain in the supervisor’s file unless it is incorporated in the periodic evaluation.
5. An unsatisfactory "summary” rating on the Classified Personnel Performance Report Form may serve as the basis for not granting an annual step increase. This cannot take place without item 2, above, being implemented. The established evaluation must have a minimum of 51% marked unsatisfactory on the Evaluation form is to be prepared by considered unsatisfactory on summary rating.
6. Employee evaluations shall be electronically completed and stored in the immediate supervisor under whom personnel file of each employee. Employees shall review and sign their evaluation electronically or in writing. Employees will receive a printed copy at the bargaining unit member has served for sixty time the evaluation is completed. Such a signature does not necessarily indicate that he/she agrees with the evaluation.
7. Employees shall be provided with copies of any negative material, which could be used in evaluating the employee, ten (6010) working days or morebefore it is placed in the employee's personnel file. (See evaluation form This period of time may be extended by mutual agreement. The employee shall be given the opportunity during normal working hours to discuss the negative material with the supervisor and provide a written response, which shall be attached as Appendix B.) The immediate supervisor is to present a draft of an evaluation report to the bargaining unit member material prior to being placed in private the personnel file.
8. Any written evaluation material placed in an employee's file shall contain the date the material was drafted, the signature of the drafter, and discuss the report with date the bargaining unit member being evaluatedmaterial is placed in the file.
9. The No unsatisfactory evaluation shall be based upon direct observation by the immediate supervisor or verified facts. Evaluation reports
6.1.1.1 Permanent employees shall be evaluated annuallyhearsay statements only.
6.1.1.2 Probationary employees 10. An employee shall be evaluated at least once during the probationary period, prior to the end of the fourth month.
6.1.2 Evaluation reports reflecting “Needs Improvement” or “Does Not Meet Standards” ratings shall be placed in the bargaining unit member’s personnel file only after written notification by the supervisor that the bargaining unit member has been given an opportunity to prepare a written response to such evaluation. Prior to evaluation reports reflecting any “Needs Improvement” or “Does Not Meet Standards” ratings the evaluator is encouraged to implement a Performance Improvement Plan. (See Performance Improvement Plan form attached as Appendix C.)
6.1.3 A bargaining unit member has the right to attach a response have access to his/her evaluation provided that such written response is submitted to personnel file on a reasonable number of occasions and at reasonable times during work hours if his/her work hours are the same as the regular business office hours. All other employees may review their file during their non-work hours.
11. The employee's personnel file shall be available for examination by CSEA or other representatives if authorized in writing by the employee.
12. Evaluation material contained in personnel files shall be kept in confidence and shall be available for inspection to other employees and to officers of the District when necessary in the proper administration of the District's supervisor within fifteen (15) days affairs or the supervision of the employee's receipt .
13. Any unit member who receives an overall unsatisfactory rating may request, in writing, to meet and discuss his/her evaluation with the evaluator’s supervisor. The content of the evaluation. Any timely received response shall be attached to, and become a permanent part of, the employee's evaluationevaluation remains non-grievable.
6.1.4 Evaluatees may, within ten (10) working days, present his or her objections to the evaluation decision to the Assistant Superintendent for Human Resources. Grounds for the objections shall be based on one or more of the following: (1) the evaluation was not based on fact; (2) the evaluation was based on discriminatory standards; (3) the evaluation was not conducted in conformance with this Article. Within ten
Appears in 2 contracts
Samples: Master Agreement, Csea Master Agreement
Evaluation Procedure. 6.1.1 1. Promotional and New Hire employee evaluations (Performance Report) shall be made at the end of two (2) and five (5) months of service, and at least annually thereafter no later than June 30 of each fiscal year. No evaluation of any employee shall be placed in their personnel file without an opportunity for discussion between the employee and the evaluator, if requested by the employee within ten (10) days of signing the evaluation.
2. When an evaluation of unsatisfactory performance or conduct is made, a permanent employee shall have a minimum of a thirty (30) day period, where appropriate, in which to show improvement. A second follow-up evaluation shall be given at the end of this thirty (30) day period.
a. An unsatisfactory rating shall include specific recommendations for improvements and provisions for assisting the employee in implementing any recommendations made.
3. Whenever possible, job performance shall be discussed with the employee at the time the issue is pertinent, rather than holding t in abeyance until the time of written evaluation. When an employee is counseled for the first time as to his/her performance, the employee may be required by his/her supervisor to sign a form verifying such counseling, which does not necessarily indicate that he/she agrees with the counseling. When an employee is counseled subsequent times as to his/her performance, the employee shall be required by his/her supervisor to sign a form verifying such counseling, which does not necessarily indicate that he/she agrees with the counseling. If an employee is required to sign a counseling statement, he/she shall be provided an opportunity to attach his/her written comments to the counseling statement.
4. An employee shall be provided a copy of each statement of counseling and each evaluation in a confidential manner at the time of the review. Statement of counseling shall remain in the supervisor’s file unless it is incorporated in the periodic evaluation.
5. An unsatisfactory “summary” rating on the Classified Personnel Performance Report Form may serve as the basis for not granting an annual step increase. This cannot take place without item 2 above, being implemented. The established evaluation must have a minimum of 51% marked unsatisfactory on the Evaluation form is to be prepared by considered unsatisfactory on summary rating.
6. Employee evaluations shall be electronically completed and stored in the immediate supervisor under whom personnel file of each employee. Employees shall review and sign their evaluation electronically or in writing. Employees will receive a printed copy at the bargaining unit member has served for sixty time the evaluation is completed. Such a signature does not necessarily indicate that he/she agrees with the evaluation.
7. Employees shall be provided with copies of any negative material, which could be used in evaluating the employee, ten (6010) working days or morebefore it is placed in the employee’s personnel file. (See evaluation form This period of time may be extended by mutual agreement. The employee shall be given the opportunity during normal working hours to discuss the negative material with the supervisor and provide a written response, which shall be attached as Appendix B.) The immediate supervisor is to present a draft of an evaluation report to the bargaining unit member material prior to being placed in private the personnel file.
8. Any written evaluation material placed in an employee’s file shall contain the date the material was drafted, the signature of the drafter, and discuss the report with date the bargaining unit member being evaluatedmaterial is placed in the file.
9. The No unsatisfactory evaluation shall be based upon direct observation by the immediate supervisor or verified facts. Evaluation reports
6.1.1.1 Permanent employees shall be evaluated annuallyhearsay statements only.
6.1.1.2 Probationary employees 10. An employee shall be evaluated at least once during the probationary period, prior to the end of the fourth month.
6.1.2 Evaluation reports reflecting “Needs Improvement” or “Does Not Meet Standards” ratings shall be placed in the bargaining unit member’s personnel file only after written notification by the supervisor that the bargaining unit member has been given an opportunity to prepare a written response to such evaluation. Prior to evaluation reports reflecting any “Needs Improvement” or “Does Not Meet Standards” ratings the evaluator is encouraged to implement a Performance Improvement Plan. (See Performance Improvement Plan form attached as Appendix C.)
6.1.3 A bargaining unit member has the right to attach a response have access to his/her evaluation provided that such written response is submitted to personnel file on a reasonable number of occasions and at reasonable times during work hours if he/her work hours are the same as the regular business office hours. All other employees may review their file during their non-work hours.
11. The employee’s personnel file shall be available for examination by CSEA or other representatives if authorized in writing by the employee's supervisor within fifteen (15) days .
12. Evaluation material contained in personnel files shall be kept in confidence and shall be available for inspection to other employees and to officers of the District when necessary in the proper administration of the District’s affairs or the supervision of the employee's receipt .
13. Any unit member who receives an overall unsatisfactory rating may request, in writing, to meet and discuss his/her evaluation with the evaluator’s supervisor. The content of the evaluation. Any timely received response shall be attached to, and become a permanent part of, the employee's evaluationevaluation remains non-grievable.
6.1.4 Evaluatees may, within ten (10) working days, present his or her objections to the evaluation decision to the Assistant Superintendent for Human Resources. Grounds for the objections shall be based on one or more of the following: (1) the evaluation was not based on fact; (2) the evaluation was based on discriminatory standards; (3) the evaluation was not conducted in conformance with this Article. Within ten
Appears in 2 contracts
Samples: Csea Master Agreement, Csea Master Agreement
Evaluation Procedure. 6.1.1 The established evaluation form is to be prepared by the immediate supervisor under whom the bargaining unit member has served for sixty (60) working days or more. (See evaluation form attached as Appendix B.) The immediate supervisor is to present a draft of an evaluation report to the bargaining unit member in private and discuss the report with the bargaining unit member being evaluated. The evaluation shall be based upon direct observation by the immediate supervisor or verified facts. Evaluation reportsreports reflecting “Needs Improvement” or “Does not meet standards” ratings shall include statements of deficiencies and recommendations for improvements, in writing, by the evaluator. The signature by the bargaining unit member does not indicate the employee’s agreement with the ratings; it indicates that the employee has received a copy.
6.1.1.1 Permanent employees shall be evaluated annually.
6.1.1.2 Probationary employees shall be evaluated at least once during the probationary period, prior to the end of the fourth month.
6.1.2 Evaluation reports reflecting “Needs Improvement” or “Does Not Meet Standards” ratings shall be placed in the bargaining unit member’s personnel file only after written notification by the supervisor that the bargaining unit member has been given an opportunity to prepare a written response to such evaluation. Prior to evaluation reports reflecting any “Needs Improvement” or “Does Not Meet Standards” ratings the evaluator is encouraged to implement a Performance Improvement Plan. (See Performance Improvement Plan form attached as Appendix C.)
6.1.3 A bargaining unit member has the right to attach a response to his/her the employee’s evaluation provided that such written response is submitted to the employee's supervisor within fifteen (15) days of the employee's receipt of the evaluation. Any timely received response shall be attached to, and become a permanent part of, the employee's evaluation.
6.1.4 Evaluatees may, within ten (10) working days, present his or her the employee’s objections to the evaluation decision to the Assistant Superintendent for Human ResourcesDirector Personnel Services. Grounds for the objections shall be based on one or more of the following: (1) the evaluation was not based on fact; (2) the evaluation was based on discriminatory standards; (3) the evaluation was not conducted in conformance with this Article. Within ten;
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedure. 6.1.1 The established evaluation form is to be prepared by the immediate supervisor under whom the bargaining unit member has served for sixty (60) working days or more. (See evaluation form attached as Appendix B.) The immediate supervisor is to present a draft of an evaluation report to the bargaining unit member in private and discuss the report with the bargaining unit member being evaluated. The evaluation shall be based upon direct observation by the immediate supervisor or verified facts. Evaluation reports.
6.1.1.1 Permanent employees shall be evaluated annually.
6.1.1.2 Probationary employees shall be evaluated at least once during the probationary period, prior to the end of the fourth month.
6.1.2 Evaluation reports reflecting “Needs Improvement” or “Does Not Meet Standards” ratings shall be placed in the bargaining unit member’s personnel file only after written notification by the supervisor that the bargaining unit member has been given an opportunity to prepare a written response to such evaluation. Prior to evaluation reports reflecting any “Needs Improvement” or “Does Not Meet Standards” ratings the evaluator is encouraged to implement a Performance Improvement Plan. (See Performance Improvement Plan form attached as Appendix C.)
6.1.3 A bargaining unit member has the right to attach a response to his/her the employee’s evaluation provided that such written response is submitted to the employee's supervisor within fifteen (15) days of the employee's receipt of the evaluation. Any timely received response shall be attached to, and become a permanent part of, the employee's evaluation.
6.1.4 Evaluatees may, within ten (10) working days, present his or her the employee’s objections to the evaluation decision to the Assistant Superintendent for Human ResourcesDirector Personnel Services. Grounds for the objections shall be based on one or more of the following: (1) the evaluation was not based on fact; (2) the evaluation was based on discriminatory standards; (3) the evaluation was not conducted in conformance with this Article. Within tenten (10) working days of receipt of such objection the Director Personnel Services shall hear the objections and render a decision whether to uphold the evaluation or rescind the evaluation.
6.1.5 The bargaining unit member's supervisor may, at any time, prepare a notice of commendation. The completed form is to be signed by the bargaining unit member to indicate receipt and the bargaining unit member shall be given a signed copy. The original notice is to be forwarded to the Personnel Services Office for filing.
6.1.6 Contents of evaluations are not subject to the grievance procedure of this Agreement, Article VII, but procedural violations are subject to the grievance procedure.
6.1.7 The probation period shall be defined as the initial six (6) month employment period.
6.1.8 In the event a permanent bargaining unit member is hired for a new position, and is subsequently released from probation under section 6.1.7, the employee will be returned to the employee’s previous classification.
6.1.9 The District, CSEA and the bargaining unit member may mutually agree to extend the probationary period of a bargaining unit member on an individual basis provided the extension is no longer than four (4) months.
Appears in 1 contract
Samples: Collective Bargaining Agreement
