Common use of Evaluation Process Clause in Contracts

Evaluation Process. A. The immediate supervisor will meet with an employee at the start of their review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per the Employer’s policy and procedures during probationary, trial service and transition review periods and at least annually thereafter. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance will be considered satisfactory for the review period. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer comments, will be provided to the employee. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure in Article

Evaluation Process. A. The immediate supervisor will meet with an employee at the start of their review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per prior to the Employer’s policy and procedures during probationary, completion of probationary or trial service and transition review periods and at least annually thereafterthereafter as scheduled by each agency. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance Evaluations will be considered satisfactory for the review periodconducted in a private setting. Notification will be given to a probationary Probationary or trial service employee permanent employees whose work performance is determined to be unsatisfactoryunsatisfactory must be notified in writing of the deficiency(ies). Unless the deficiency(ies) is (are) substantial, the employee shall be given the opportunity to correct the deficiency(ies) and demonstrate satisfactory performance before it is documented in an evaluation. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written or electronic performance evaluation on forms used by the EmployerEmployee Development and Performance Plan (EDPP) form or the Performance and Development Plan (PDP) form, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of The employee will have one (1) week after receiving the final performance evaluation, including any employee or reviewer comments, will be provided evaluation to the employeereview and respond. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. Employees will be given copies of their completed‌‌ evaluation within a reasonable time after insertion into the employee’s personnel file. C. When an employee remains in the same position but has a change in supervisor less than ninety (90) days prior to an employee’s performance review, a joint review involving the employee’s current supervisor and the employee’s previous supervisor may be conducted. If the previous supervisor is no longer employed with the agency, the employee may request prior to finalizing the evaluation, that the current supervisor consult with another manager who has knowledge of the employee’s performance. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process procedure may be grieved; however, the content of the evaluation is not subject to the grievance procedure in ArticleArticle 30. E. The Employer will make information on the performance evaluation process readily available to employees and supervisors. An employee may request training in the EDPP or PDP process in accordance with Article 8, Section 8.1.

Evaluation Process. A. The immediate supervisor will meet with an employee at the start of their review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per prior to the Employer’s policy and procedures during probationary, completion of probationary or trial service and transition review periods and at least annually thereafterthereafter as scheduled by each agency. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance Evaluations will be considered satisfactory for the review periodconducted in a private setting. Notification will be given to a probationary Probationary or trial service employee permanent employees whose work performance is determined to be unsatisfactoryunsatisfactory must be notified in writing of the deficiency(ies). Unless the deficiency(ies) is (are) substantial, the employee shall be given the opportunity to correct the deficiency(ies) and demonstrate satisfactory performance before it is documented in an evaluation. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written or electronic performance evaluation on forms used by the EmployerEmployee Development and Performance Plan (EDPP) form or the Performance and Development Plan (PDP) form, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of The employee will have one (1) week after receiving the final performance evaluation, including any employee or reviewer comments, will be provided evaluation to the employeereview and respond. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. Employees will be given copies of their completed evaluation within a reasonable time after insertion into the employee’s personnel file. C. When an employee remains in the same position but has a change in supervisor less than ninety (90) days prior to an employee’s performance review, a joint review involving the employee’s current supervisor and the employee’s previous supervisor may be conducted. If the previous supervisor is no longer employed with the agency, the employee may request prior to finalizing the evaluation, that the current supervisor consult with another manager who has knowledge of the employee’s performance. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process procedure may be grieved; however, the content of the evaluation is not subject to the grievance procedure in ArticleArticle 30. E. The Employer will make information on the performance evaluation process readily available to employees and supervisors. An employee may request training in the EDPP or PDP process in accordance with Article 8, Section 8.1.

Evaluation Process. A. The immediate supervisor will meet with an employee at the start of their review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per the Employer’s policy and procedures during probationary, trial service and transition review periods and at least annually thereafter. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance will be considered satisfactory for the review period. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. . The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. . The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer comments, will be provided to the employee. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. D. . If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. . The performance evaluation process is subject to the grievance procedure in Article

Evaluation Process. A. The Employee work performance will be evaluated prior to the completion of their probationary and trial service periods and at least annually thereafter. Within the Department of Social and Health Services (Behavioral Health Administration and Developmental Disabilities Administration only) and the Department of Veterans Affairs, where shift charges are used, an immediate supervisor, prior to preparing the employee’s evaluation will solicit input from the employee’s current shift charge. This input will be considered by the supervisor for inclusion in the evaluation. Immediate supervisors will meet with an employee at the start of their review period employees to discuss performance goals and expectations. The employee Employees will receive copies of their performance goals and expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per the Employer’s policy and procedures during probationary, trial service and transition review periods and at least annually thereafter. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance will be considered satisfactory for the review period. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s written signature acknowledging receipt or electronic acknowledgment of the forms, and any comments by the employee. A The evaluation, including employee comments, will be considered by the reviewer. Once completed and signed/acknowledged by the reviewer, a copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or (with reviewer comments, will if any), who may provide responsive comments to be provided attached to the employeeevaluation. The original completed and signed/acknowledged performance evaluation formsform, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure procedure. The specific content of performance evaluations are not subject to the grievance procedure. E. If an employee has been fully exonerated of misconduct in Articlea disciplinary grievance by the Employer or an arbitrator or the Employer determines that allegations of misconduct are false, then references to the misconduct in the performance evaluation will be removed. If the Employer fails to remove the applicable portions of the performance evaluation, the failure to remove those references is subject to the grievance procedure. However, the Employer may retain this information in a legal defense file and it will only be used or released when required by a regulatory agency (acting in their regulatory capacity), in the defense of an appeal, legal action or as otherwise required by law.

Evaluation Process. A. The immediate supervisor will meet with an employee at the start of their his or her review period to discuss performance expectations. The employee will receive copies of their his or her performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per the Employer’s policy and procedures during probationary, trial service and transition review periods and at least annually thereafter. In the event that a permanent employee’s evaluation is not completed within this the timeframe, the employee’s performance will be considered satisfactory for the review period. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their his or her performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer comments, will be provided to the employee. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their his or her performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure in ArticleArticle 28. The specific content of a performance evaluation is not subject to the grievance procedure. F. Performance evaluations will not be used to initiate personnel actions such as transfer, promotion, or discipline.

Evaluation Process. A. The immediate supervisor will meet with an employee at the start of their his or herthe employee’s probationary, trial services, transition, and annual review period to discuss performance expectations. The employee will receive copies of their his or hertheir performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per the Employer’s policy and procedures during probationary, trial service and transition review periods and at least annually thereafter. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance will be considered satisfactory for the review period. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their his or hertheir performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needsgoals and opportunities. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer comments, will be provided to the employee. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their his or hertheir performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure in ArticleArticle 30,

Evaluation Process. A. The immediate supervisor will meet with an employee at the start of their review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per the Employer’s policy and procedures during probationary, trial service and transition review periods and at least annually thereafter. In The immediate supervisor will meet with an employee at the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s start of his or her review period to discuss performance expectations. The Employee will be considered satisfactory for receive copies of his or her performance expectations as well as notification of any modifications made during the review period. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their his or her performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer comments, will be provided to the employee. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their his or her performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure in ArticleArticle 28. The specific content of a performance evaluation is not subject to the grievance procedure. F. Performance evaluations will not be used to initiate personnel actions such as transfer, promotion, or discipline.

Evaluation Process. A. The Employee work performance will be evaluated prior to the completion of his or her probationary and trial service periods and at least annually thereafter. Within the Department of Social and Health Services (Aging and Disability Services Administration and Health and Recovery Services Administration only) and the Department of Veterans Affairs, where shift charges are used, an immediate supervisor, prior to preparing the employee’s evaluation will solicit input from the employee’s current shift charge. This input will be considered by the supervisor for inclusion in the evaluation. Immediate supervisors will meet with an employee at the start of their review period employees to discuss performance goals and expectations. The employee Employees will receive copies of their performance goals and expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per the Employer’s policy and procedures during probationary, trial service and transition review periods and at least annually thereafter. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance will be considered satisfactory for the review period. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their his or her performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s written signature acknowledging receipt or electronic acknowledgment of the forms, and any comments by the employee. A The evaluation, including employee comments, will be considered by the reviewer. Once completed and signed/acknowledged by the reviewer, a copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or (with reviewer comments, will if any), who may provide responsive comments to be provided attached to the employeeevaluation. The original completed and signed/acknowledged performance evaluation formsform, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure in Articleprocedure. The specific content of performance evaluations are not subject to the grievance procedure.

Evaluation Process. A. The Employee work performance will be evaluated prior to the completion of his or her probationary and trial service periods and at least annually thereafter. Within the Department of Social and Health Services (Aging and Disability Services Administration and Health and Recovery Services Administration only) and the Department of Veterans Affairs, where shift charges are used, an immediate supervisor, prior to preparing the employee’s evaluation will solicit input from the employee’s current shift charge. This input will be considered by the supervisor for inclusion in the evaluation. Immediate supervisors will meet with an employee at the start of their review period employees to discuss performance goals and expectations. The employee Employees will receive copies of their performance goals and expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per the Employer’s policy and procedures during probationary, trial service and transition review periods and at least annually thereafter. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance will be considered satisfactory for the review period. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their his or her performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s written signature acknowledging receipt of the forms, and any comments by the employee. A The evaluation, including employee comments, will be considered by the reviewer. Once completed and signed by the reviewer, a copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or (with reviewer comments, will if any), who may provide responsive comments to be provided attached to the employeeevaluation. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure in Articleprocedure. The specific content of performance evaluations are not subject to the grievance procedure.

Evaluation Process. A. The Employee work performance will be evaluated prior to the completion of his or her probationary and trial service periods and at least annually thereafter. Within the Department of Social and Health Services (Aging and Disability Services Administration and Health and Recovery Services Administration only) and the Department of Veterans Affairs, where shift charges are used, an immediate supervisor, prior to preparing the employee’s evaluation will solicit input from the employee’s current shift charge. This input will be considered by the supervisor for inclusion in the evaluation. Immediate supervisors will meet with an employee at the start of their review period employees to discuss performance goals and expectations. The employee Employees will receive copies of their performance goals and expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per the Employer’s policy and procedures during probationary, trial service and transition review periods and at least annually thereafter. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance will be considered satisfactory for the review period. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory.period.‌‌‌ B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their his or her performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s written signature acknowledging receipt or electronic acknowledgment of the forms, and any comments by the employee. A The evaluation, including employee comments, will be considered by the reviewer. Once completed and signed/acknowledged by the reviewer, a copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or (with reviewer comments, will if any), who may provide responsive comments to be provided attached to the employeeevaluation. The original completed and signed/acknowledged performance evaluation formsform, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure procedure. The specific content of performance evaluations are not subject to the grievance procedure. E. If an employee has been fully exonerated of misconduct in Articlea disciplinary grievance by the Employer or an arbitrator or the Employer determines that allegations of misconduct are false, then references to the misconduct in the performance evaluation will be redacted. If the Employer fails to redact the applicable portions of the performance evaluation, the failure to redact those references is subject to the grievance procedure.

Evaluation Process. A. The immediate supervisor will meet with an employee at the start of their review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per prior to the Employer’s policy and procedures during probationary, completion of his or her probationary or trial service and transition review periods and at least annually thereafterthereafter as scheduled by each agency. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance Evaluations will be considered satisfactory for the review periodconducted in a private setting. Notification will be given to a probationary Probationary or trial service employee permanent employees whose work performance is determined to be unsatisfactoryunsatisfactory must be notified in writing of the deficiency(ies). Unless the deficiency(ies) is (are) substantial, the employee shall be given the opportunity to correct the deficiency(ies) and demonstrate satisfactory performance before it is documented in an evaluation. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written or electronic performance evaluation on forms used by the EmployerEmployee Development and Performance Plan (EDPP) form or the Performance and Development Plan (PDP) form, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of The employee will have one (1) week after receiving the final performance evaluation, including any employee or reviewer comments, will be provided evaluation to the employeereview and respond. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. Employees will be given copies of their completed evaluation within a reasonable time after insertion into the employee’s personnel file. C. When an employee remains in the same position but has a change in supervisor less than ninety (90) days prior to an employee’s performance review, a joint review involving the employee’s current supervisor and the employee’s previous supervisor may be conducted. If the previous supervisor is no longer employed with the agency, the employee may request prior to finalizing the evaluation, that the current supervisor consult with another manager who has knowledge of the employee’s performance. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process procedure may be grieved; however, the content of the evaluation is not subject to the grievance procedure in ArticleArticle 30. E. The Employer will make information on the performance evaluation process readily available to employees and supervisors. An employee may request training in the EDPP or PDP process in accordance with Article 8.1.

Evaluation Process. A. The immediate supervisor will meet with an employee at the start of their review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per prior to the Employer’s policy and procedures during probationary, completion of his or her probationary or trial service and transition review periods and at least annually thereafterthereafter as scheduled by each agency. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance Evaluations will be considered satisfactory for the review periodconducted in a private setting. Notification will be given to a probationary Probationary or trial service employee permanent employees whose work performance is determined to be unsatisfactoryunsatisfactory must be notified in writing of the deficiency(ies). Unless the deficiency(ies) is (are) substantial, the employee shall be given the opportunity to correct the deficiency(ies) and demonstrate satisfactory performance before it is documented in an evaluation. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written or electronic performance evaluation on forms used by the EmployerEmployee Development and Performance Plan (EDPP) form or the Performance and Development Plan (PDP) form, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer comments, will be provided to the employee. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. Employees will be given copies of their completed evaluation within a reasonable time after insertion into the employee’s personnel file. C. When an employee remains in the same position but has a change in supervisor less than ninety (90) days prior to an employee’s performance review, a joint review involving the employee’s current supervisor and the employee’s previous supervisor may be conducted. If the previous supervisor is no longer employed with the agency, the employee may request prior to finalizing the evaluation, that the current supervisor consult with another manager who has knowledge of the employee’s performance. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process procedure may be grieved; however, the content of the evaluation is not subject to the grievance procedure in ArticleArticle 30. E. The Employer will make information on the performance evaluation process readily available to employees and supervisors. An employee may request training in the EDPP or PDP process in accordance with Article 8.1.

Evaluation Process. A. The immediate supervisor will meet with an employee at the start of his or her their review period to discuss performance expectations. The employee will receive copies of his or her their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per the Employer’s policy and procedures during probationary, trial service and transition review periods and at least annually thereafter. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance will be considered satisfactory for the review period. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve his or her their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer comments, will be provided to the employee. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with his or her their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure in Article

Evaluation Process. A. The immediate Employee work performance will be evaluated at completion of his or her probationary period and at least annually thereafter. Prior to preparing the employee’s evaluation, the employee’s supervisor will solicit input from other supervisors and leads. This input will be considered by the supervisor for inclusion in the evaluation. Immediate supervisors will meet with an employee at the start of their review period employees to discuss performance goals and expectations. The employee Employees will receive copies of their performance goals and expectations at the beginning of the review period as well as notification notifications of any modifications made during the review period. Employee work performance will be evaluated per the Employer’s policy and procedures during probationary, trial service and transition review periods and at least annually thereafter. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance will be considered satisfactory for the review period. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. : Reviewing the employee’s performance; 2. ; Identifying ways the employee may improve their his or her performance; 3. Updating the employee’s position description, if necessary; 4. ; Identifying performance goals and expectations for the next appraisal period; and 5. and Identifying employee training and development needs. C. . The performance evaluation process will include, but not be limited to, a written to performance evaluation on forms used by the Employer, the employee’s written signature acknowledging receipt of the forms, and any comments by the employee. A The evaluation, including the employee comments, will be considered by the manager who shall review all evaluations. Once completed and signed by the manager, a copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer (with manager comments, will if any) who may provide responsive comments to be provided attached to the employeeevaluation. The original performance evaluation forms, including the employee’s comments, comments will be maintained in the employee’s personnel file. D. If an employee disagrees with their . This Article and the content of the performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is evaluations are not subject to the grievance procedure process; however, employees may provide a written rebuttal for inclusion in Articletheir personnel file.

Evaluation Process. A. The immediate supervisor Employee work performance will be evaluated during probationary, trial service and transition review periods and at least annually thereafter. Immediate supervisors will meet with an employee employees at the start of their review period to discuss performance expectations. The employee Employees will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per the Employer’s policy and procedures during probationary, trial service and transition review periods and at least annually thereafter. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance will be considered satisfactory for the review period. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their his or her performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer comments, will be provided to the employee. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their his or her performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure in ArticleArticle 28. The specific content of a performance evaluation is not subject to the grievance procedure.

Evaluation Process. A. The immediate Employee work performance will be evaluated at completion of his or her probationary period and at least annually thereafter. Prior to preparing the employee’s evaluation, the employee’s supervisor will solicit input from other supervisors. This input will be considered by the supervisor for inclusion in the evaluation. Immediate supervisors will meet with an employee at the start of their review period employees to discuss performance goals and expectations. The employee Employees will receive copies of their performance goals and expectations at the beginning of the review period as well as notification notifications of any modifications made during the review period. Employee work performance will be evaluated per the Employer’s policy and procedures during probationary, trial service and transition review periods and at least annually thereafter. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance will be considered satisfactory for the review period. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. : Reviewing the employee’s performance; 2. ; Identifying ways the employee may improve their his or her performance; 3. Updating the employee’s position description, if necessary; 4. ; Identifying performance goals and expectations for the next appraisal period; and 5. and Identifying employee training and development needs. C. . The performance evaluation process will include, but not be limited to, a written include performance evaluation on forms used by the Employer, the employee’s written signature acknowledging receipt of the forms, and any comments by the employee. A The evaluation, including the employee comments, will be considered by the manager who shall review all evaluations. Once completed and signed by the manager, a copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer (with manager comments, will if any) who may provide responsive comments to be provided attached to the employeeevaluation. The original performance evaluation forms, including the employee’s comments, comments will be maintained in the employee’s personnel file. D. If an employee disagrees with their . This Article and the content of the performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to evaluations may be grieved through Step 3 of the grievance procedure process; employees may also provide a written rebuttal for inclusion in Articletheir personnel file.

Evaluation Process. A. The Employee work performance will be evaluated prior to the completion of their probationary and trial service periods and at least annually thereafter. Within the Department of Social and Health Services (Behavioral Health Administration and Developmental Disabilities Administration only) and the Department of Veterans Affairs, where shift charges are used, an immediate supervisor, prior to preparing the employee’s evaluation will solicit input from the employee’s current shift charge. This input will be considered by the supervisor for inclusion in the evaluation. Immediate supervisors will meet with an employee at the start of their review period employees to discuss performance goals and expectations. The employee Employees will receive copies of their performance goals and expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per the Employer’s policy and procedures during probationary, trial service and transition review periods and at least annually thereafter. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance will be considered satisfactory for the review period. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s written signature acknowledging receipt or electronic acknowledgment of the forms, and any comments by the employee. A The evaluation, including employee comments, will be considered by the reviewer. Once completed and signed/acknowledged by the reviewer, a copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or (with reviewer comments, will if any), who may provide responsive comments to be provided attached to the employeeevaluation. The original completed and signed/acknowledged performance evaluation formsform, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure procedure. The specific content of performance evaluations are not subject to the grievance procedure. E. If an employee has been fully exonerated of misconduct in Articlea disciplinary grievance by the Employer or an arbitrator or the Employer determines that allegations of misconduct are false, then references to the misconduct in the performance evaluation will be removed. If the Employer fails to remove the applicable portions of the performance evaluation, the failure to remove those references is subject to the grievance procedure. However, the Employer may retain this information in a legal defense file and it will only be used or released when required by a regulatory agency (acting in their regulatory capacity), in the defense of an appeal, legal action or as otherwise required by law.‌‌

Evaluation Process. A. The immediate supervisor will meet with an employee at the start of their his or her review period to discuss performance expectations. The employee will receive copies of their his or her performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per the Employer’s policy and procedures during probationary, trial service and transition review periods and at least annually thereafter. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance will be considered satisfactory for the review period. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their his or her performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer comments, will be provided to the employee. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their his or her performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure in Article

Evaluation Process. A. The immediate supervisor will meet with an employee at the start of their review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated per prior to the Employer’s policy and procedures during probationary, completion of probationary or trial service and transition review periods and at least annually thereafterthereafter as scheduled by each agency. In the event that a permanent employee’s evaluation is not completed within this timeframe, the employee’s performance Evaluations will be considered satisfactory for the review periodconducted in a private setting. Notification will be given to a probationary Probationary or trial service employee permanent employees whose work performance is determined to be unsatisfactoryunsatisfactory must be notified in writing of the deficiency(ies). Unless the deficiency(ies) is (are) substantial, the employee shall be given the opportunity to correct the deficiency(ies) and demonstrate satisfactory performance before it is documented in an evaluation. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written or electronic performance evaluation on forms used by the EmployerEmployee Development and Performance Plan (EDPP) form or the Performance and Development Plan (PDP) form, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of The employee will have one (1) week after receiving the final performance evaluation, including any employee or reviewer comments, will be provided evaluation to the employeereview and respond. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. Employees will be given copies of their completed evaluation within a reasonable time after insertion into the employee’s personnel file. C. When an employee remains in the same position but has a change in supervisor less than ninety (90) days prior to an employee’s performance review, a joint review involving the employee’s current supervisor and the employee’s previous supervisor may be conducted. If the previous supervisor is no longer employed with the agency, the employee may request prior to finalizing the evaluation, that the current supervisor consult with another manager who has knowledge of the employee’s performance. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation procedure process may be grieved; however, the content of the evaluation is not subject to the grievance procedure in ArticleArticle 30. E. The Employer will make information on the performance evaluation process readily available to employees and supervisors. An employee may request training in the EDPP or PDP process in accordance with Article 8, Section 8.1.