Common use of Evaluation Process Clause in Contracts

Evaluation Process. A. Employee work performance will be evaluated during probationary, trial service and transition periods and at least annually thereafter, at a time that allows for adequate application of the process. Supervisors will meet with employees at the start of their review period to discuss performance expectations. Employees will receive copies of their performance expectations as well as notification of any modifications made during the review period. Written notification will normally be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. If the probationary or trial service deficiency is substantial, the Employer may separate the probationary employee or revert the trial service employee at any time. B. The Employer will use the Performance and Development Plan (PDP) developed by OFM/SHR. A copy of the performance evaluation will be provided to the employee at the time of the review. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. C. If a supervisor has had less than ninety (90) calendar days to observe the employee’s performance, the employee may request a joint review with the previous supervisor (if still employed with the college). If the previous supervisor is no longer employed with the college, the employee may request a consultation with other managers with knowledge of the employee’s performance. D. The performance evaluation procedure may be grieved; however, the content of the evaluation is not subject to the grievance procedure in Article 30. E. Performance evaluations will not be used to initiate personnel actions such as transfer, promotion, or discipline.

Evaluation Process. A. Employee work performance will be evaluated during probationary, trial service and transition periods and at least annually thereafter, at a time that allows for adequate application of the process. Supervisors will meet with employees at the start of their review period to discuss performance expectations. Employees will receive copies of their performance expectations as well as notification of any modifications made during the review period. Written notification will normally be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. If the probationary or trial service deficiency is substantial, the Employer may separate the probationary employee or revert the trial service employee at any time. B. The Employer will use the Performance and Development Plan (PDP) developed by OFM/SHRthe Office of the State HR Director. A copy of the performance evaluation will be provided to the employee at the time of the review. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. C. If a supervisor has had less than ninety (90) calendar days to observe the employee’s performance, the employee may request a joint review with the previous supervisor (if still employed with the college). If the previous supervisor is no longer employed with the college, the employee may request a consultation with other managers with knowledge of the employee’s performance. D. The performance evaluation procedure may be grieved; however, the content of the evaluation is not subject to the grievance procedure in Article 30. E. Performance evaluations will not be used to initiate personnel actions such as transfer, promotion, or discipline.

Evaluation Process. ‌ A. Employee work performance will be evaluated during probationary, trial service and transition periods and at least annually thereafter, at a time that allows for adequate application of the process. Supervisors will meet with employees at the start of their review period to discuss performance expectations. Employees will receive copies of their performance expectations as well as notification of any modifications made during the review period. Written notification will normally be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. If the probationary or trial service deficiency is substantial, the Employer may separate the probationary employee or revert the trial service employee at any time. B. The Employer will use the Performance and Development Plan (PDP) developed by OFM/SHR. A copy of the performance evaluation will be provided to the employee at the time of the review. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. C. If a supervisor has had less than ninety (90) calendar days to observe the employee’s performance, the employee may request a joint review with the previous supervisor (if still employed with the college). If the previous supervisor is no longer employed with the college, the employee may request a consultation with other managers with knowledge of the employee’s performance. D. The performance evaluation procedure may be grieved; however, the content of the evaluation is not subject to the grievance procedure in Article 30. E. Performance evaluations will not be used to initiate personnel actions such as transfer, promotion, or discipline.

Evaluation Process. A. Employee work performance will be evaluated during probationary, trial service and transition periods and at least annually thereafter, at a time that allows for adequate application of the process. Supervisors will meet with employees at the start of their review period to discuss performance expectations. Employees will receive copies of their performance expectations as well as notification of any modifications made during the review period. Written notification will normally be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. If the probationary or trial service deficiency is substantial, the Employer may separate the probationary employee or revert the trial service employee at any time. B. The Employer will use the Performance and Development Plan (PDP) developed by OFM/SHR. A copy of the performance evaluation will be provided to the employee at the time of the review. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. C. If a supervisor has had less than ninety (90) calendar days to observe the employee’s performance, the employee may request a joint review with the previous supervisor (if still employed with the college). If the previous supervisor is no longer employed with the college, the employee may request a consultation with other managers with knowledge of the employee’s performance. D. The performance evaluation procedure may be grieved; however, the content of the evaluation is not subject to the grievance procedure in Article 30. E. Performance evaluations will not be used to initiate personnel actions such as transfer, promotion, or discipline.

Evaluation Process. A. Employee work performance will be evaluated during probationary, trial service and transition periods and at least annually thereafter, at a time that allows for adequate application of the process. Supervisors will meet with employees at the start of their review period to discuss performance expectations. Employees will receive copies of their performance expectations as well as notification of any modifications made during the review period. Written notification will normally be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. If the probationary or trial service deficiency is substantial, the Employer may separate the probationary employee or revert the trial service employee at any time. B. The Employer will use the Performance and Development Plan (PDP) developed by OFM/SHRthe Office of the State HR Director. A copy of the performance evaluation will be provided to the employee at the time of the review. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. C. If a supervisor has had less than ninety (90) calendar days to observe the employee’s performance, the employee may request a joint review with the previous supervisor (if still employed with the college). If the previous supervisor is no longer employed with the college, the employee may request a consultation with other managers with knowledge of the employee’s performance. D. The performance evaluation procedure may be grieved; however, the content of the evaluation is not subject to the grievance procedure in Article 3029. E. Performance evaluations will not be used to initiate personnel actions such as transfer, promotion, or discipline.