Common use of Evaluation Responsibilities Clause in Contracts

Evaluation Responsibilities. 4.2.1 All unit members shall have the right to know their evaluator The employee’s immediate supervisor shall be the evaluator. The employee shall have the right to know all other persons contributing to the evaluation. 4.2.2 The evaluation shall be based on the following standards, objectives and criteria: a. The job description. b. The focus areas on the approved Evaluation Form. c. Lawful workplace rules communicated to the employee in writing. d. Evaluation of the quality or quantity of an employee’s work 4.2.3 Supervisors shall maintain ongoing communication with those that they supervise and should not wait until the evaluation conference to do so. This applies to both regularanniversary and special evaluations. A grievance may be filed for violation of this paragraph only when the failure of communication resulted in an Overall Work Performance Rating of “Below Standards” because the employee was not given an opportunity to address the problem. 4.2.4 The employer retains sole responsibility for the evaluation, assessment, and performance of each unit member, subject only to the procedural requirements. Accordingly, no grievance arising under this article shall challenge the substantive objectives, standards, or criteria determined by the evaluator or District; nor shall it contest the judgment of the evaluator or District. Any grievance shall be limited to a claim that the evaluation procedures have been violated.

Evaluation Responsibilities. 4.2.1 All unit members shall have the right to know their evaluator The employee’s immediate supervisor shall be the evaluator. em The employee shall have the right to know all other persons contributing to the evaluation. 4.2.2 The evaluation shall be based on the following standards, objectives and criteria: a. The job description. b. The focus areas on the approved Evaluation Form. c. Lawful workplace rules communicated to the employee in writing.. or d. Evaluation of the quality or quantity shall extent to which established priorities of an employee’s workthe work assignment are met. 4.2.3 Supervisors shall maintain ongoing communication with those that they supervise and should not wait until the evaluation conference to do so. This applies to both regularanniversary anniversary and special evaluations. A grievance may be filed for violation of this paragraph only when the failure of communication resulted in an Overall Work Performance Rating of “Below Standards” Standards because the employee was not given an opportunity to address the problem. 4.2.4 The employer retains sole responsibility for the evaluation, assessment, and performance of each unit member, subject only to the procedural requirements. Accordingly, no grievance arising under this article shall challenge the substantive objectives, standards, or criteria determined by the evaluator or District; nor shall it contest the judgment of the evaluator or District. Any grievance shall be limited to a claim that the evaluation procedures have been violated.

Evaluation Responsibilities. 4.2.1 All unit members shall have the right to know their evaluator evaluator. The employee’s immediate supervisor shall be the evaluator. The employee shall have the right to know all other persons contributing to the evaluation. 4.2.2 The evaluation shall be based on the following standards, objectives objectives, and criteria: a. The job description. b. The focus areas on the approved Evaluation Form. c. Lawful workplace rules communicated to the employee in writing. d. Evaluation of the quality or quantity of an employee’s workwork shall take into account the employee’s workload and the extent to which established priorities of the work assignment are met. 4.2.3 Supervisors shall maintain ongoing communication with those that they supervise and should not wait until the evaluation conference to do so. This applies to both regularanniversary anniversary and special evaluations. A grievance may be filed for violation of this paragraph only when the failure of communication resulted in an Overall Work Performance Rating of “Below Standards” because the employee was not given an opportunity to address the problem. 4.2.4 The employer retains sole responsibility for the evaluation, assessment, and performance of each unit member, subject only to the procedural requirements. Accordingly, no grievance arising under this article shall challenge the substantive objectives, standards, or criteria determined by the evaluator or District; nor shall it contest the judgment of the evaluator or District. Any grievance shall be limited to a claim that the evaluation procedures have been violated.. Evaluation procedures are outlined in the form in Appendix D.

Evaluation Responsibilities. 4.2.1 All unit members shall have the right to know their evaluator The employee’s immediate supervisor shall be the evaluator. The employee shall have the right to know all other persons contributing to the evaluation. 4.2.2 The evaluation shall be based on the following standards, objectives and criteria: a. The job description. b. The focus areas on the approved Evaluation Form. c. Lawful workplace rules communicated to the employee in writing. d. Evaluation of the quality or quantity of an employee’s workwork shall take into account the employee’s workload and the extent to which established priorities of the work assignment are met. 4.2.3 Supervisors shall maintain ongoing communication with those that they supervise and should not wait until the evaluation conference to do so. This applies to both regularanniversary anniversary and special evaluations. A grievance may be filed for violation of this paragraph only when the failure of communication resulted in an Overall Work Performance Rating of “Below Standards” because the employee was not given an opportunity to address the problem. 4.2.4 The employer retains sole responsibility for the evaluation, assessment, and performance of each unit member, subject only to the procedural requirements. Accordingly, no grievance arising under this article shall challenge the substantive objectives, standards, or criteria determined by the evaluator or District; nor shall it contest the judgment of the evaluator or District. Any grievance shall be limited to a claim that the evaluation procedures have been violated.

Evaluation Responsibilities. 4.2.1 All unit members shall have the right to know their evaluator The employee’s evaluator. immediate supervisor shall be the evaluator. The employee shall have the right to know all other persons contributing to the evaluation. 4.2.2 The evaluation shall be based on the following standards, objectives objectives, and criteria: a. The job description. b. The focus areas on the approved Evaluation Form. c. Lawful workplace rules communicated to the employee in writing. d. Evaluation of the quality or quantity of an employee’s workwork shall take into workload and the extent to which established priorities of the work assignment are met. 4.2.3 Supervisors shall maintain ongoing communication with those that they supervise and should not wait until the evaluation conference to do so. This applies to both regularanniversary anniversary and special evaluations. A grievance may be filed for violation of this paragraph only when the failure of communication resulted in an Overall Work Performance Rating of “Below Standards” because the employee was not given an opportunity to address the problem. 4.2.4 The employer retains sole responsibility for the evaluation, assessment, and performance of each unit member, subject only to the procedural requirements. Accordingly, no grievance arising under this article shall challenge the substantive objectives, standards, or criteria determined by the evaluator or District; nor shall it contest the judgment of the evaluator or District. Any grievance shall be limited to a claim that the evaluation procedures have been violated.. Evaluation procedures are outlined in the form in Appendix D.