EVALUATIONS AND PERSONNEL FILES Sample Clauses

EVALUATIONS AND PERSONNEL FILES. 36.01 (a) The parties to this Collective Agreement recognize the desirability of employee evaluations. Evaluations shall be conducted at least on an annual basis.

EVALUATIONS AND PERSONNEL FILES. A. The Manager will have the right, upon request, to review the contents of his personnel file. No material derogatory to the Manager’s conduct, service character, or personality will be placed in his personnel file unless the Manager has had an opportunity to review that material. The Manager will acknowledge that he has had the opportunity to review such material by affixing his signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with contents thereof. The Manager will also have the right to submit a written answer to such material, and his answer shall be reviewed by the Superintendent and attached to the file copy. B. The Superintendent shall evaluate the performance of Xxxxxxx X. Xxxxxxx in writing at least once annually not later than May 1 based upon 1) the mandates contained in M.G.L., Chapter 71 as amended by the Education Reform Act of 1993; 2) the policies of the Xxxxxxx School Committee; 3) the individual goals mutually agreed upon by Xxxxxxx X. Xxxxxxx and the Superintendent. The final evaluation may allocate among those items various weight as determined by the Superintendent of Schools.

EVALUATIONS AND PERSONNEL FILES. A. Evaluations 1. Employees will be evaluated, in writing, at the end of the probationary period (and at the end of any extension of the probationary period) and thereafter, at least once per year by their immediate supervisor. The evaluation will be reviewed by the next higher level supervisor. Evaluations are for constructive employee development and shall be based on objective job-related criteria. Evaluations shall not be used in place of discipline, but may be used in conjunction with the disciplinary process. 2. The evaluating supervisor shall give the employee a reasonable advance notice of the time for the evaluation and shall schedule sufficient time for the evaluation process. The evaluating supervisor shall discuss the evaluation with the employee. The employee shall have an opportunity to read the evaluation at that time and to attach any relevant comments to the evaluation prior to is placement in the employee’s personnel file. The employee shall sign the evaluation upon completion and that signature shall only indicate that the employee has read the evaluation. The employee shall receive a copy of the signed evaluation and of any attachments. 3. The supervisor shall provide timely and ongoing feedback pertaining to any job- related skills or behavior which fail to meet the minimum standards established for the employee’s job category. A plan for improvement shall be worked out between the supervisor and the employee. B. Personnel Files 1. The Employer shall maintain one (1) official personnel file and one (1) supervisory file for each employee. These files shall include records pertinent to their employment such as performance evaluations, written disciplinary notices, Leave of Absence forms, Personnel Action Forms, commendations and awards, and state or national registry, certification or licensure. 2. Each employee shall have the right to review the contents of their personnel file and supervisory file upon request. The employee shall be allowed to bring a Union representative. The Employer shall, upon request, provide copies for the employee of any information in their files. 3. All disciplinary notices and documentation of counseling sessions shall become invalid and shall be removed from the employee’s supervisory files after one (1) year from the date of issue provided that no new material of the same or related nature has been entered into the file during the one (1) year period. 4. If there is any discipline or personnel action, which...

EVALUATIONS AND PERSONNEL FILES. 1. Each teacher shall be shown his/her evaluation report and shall have the opportunity to discuss this report with his/her supervisor or principal. After such discussion, the teacher shall sign the report, but the teacher’s signature does not necessarily indicate agreement with the report’s content. The teacher may request a delay of one (1) day prior to the signing and filing of such report. The teacher may file a separate companion report or response to be attached to the evaluation form before it is placed in his/her personnel file. (The evaluation report shall indicate whether or not a companion report was filed.) 2. At the request of the teacher, he/she is to be provided with a copy of any formal evaluation reports. 3. The granting of any salary increment as set forth in the salary schedule shall not be deemed to be automatic; and if withheld, the employee shall be given a written notice with reasons no later than April 1. The Superintendent shall have the power to recommend to the School Committee the withholding of any salary increment for inefficiency or for other good cause. The withholding of any salary increment shall be subject to the grievance procedure. 4. Upon written request, each teacher has the right to review the contents of his/her personnel file, excluding confidential references received prior to his/her employment. At the teacher’s request, a representative of the Association may accompany the teacher in such review. The review shall be made in the presence of the person responsible for the safekeeping of such file. Facilities shall be made available for the teacher to make photocopies of such contents and records, except in circumstances beyond the control of administration. 5. If any material of an evaluative nature concerning a teacher’s performance is inserted into his/her personnel file, the teacher will be notified and given a copy of said material. If the teacher so elects, he/she will have the right to respond, in writing, to any such material and such response will be included in the personnel file. 6. Any reprimand or discipline of a teacher by a supervisor or administrator shall be done in a manner that will not embarrass the teacher before other employees, pupils, parents or the public. 7. The Evaluator shall provide the teacher with written feedback within ten (10) work days of an observation. 8. The Association and the Committee agree to form a subcommittee made up of equal numbers from each side for the express purpos...

EVALUATIONS AND PERSONNEL FILES. 1. All permanent employees whose anniversary date ends in an odd numbered year will have their evaluation form delivered to their evaluator in September of an odd numbered year and scheduled during that school year. Those ending in an even numbered year will be delivered in September of an even numbered year and scheduled during that school year. A. The evaluation process may include a goal setting process providing the goals are not inconsistent with the classification description of the employee. B. Employees may be evaluated every year at the discretion of their evaluator. C. These evaluations will be completed in order to keep the employees informed of their effectiveness in performing their work assignment. D. Each employee shall receive a copy of the evaluation. (Appendix E – Evaluation Form) 2. It is the policy of the District that no evaluation of any employee shall be placed in the personnel file without an opportunity for discussion between the employee and the evaluator. A. No evaluation shall be made based upon statements that have no basis in fact. B. On negative evaluations, the evaluator shall include specific recommendations for improvement and provisions for assisting the employee in implementing any recommendations made. C. The employee shall have the right to review and respond in writing to any evaluation. D. Evaluations shall not be used as a disciplinary tool. 3. Employees shall have access to their personnel files during working hours, by appointment, so long as it does not interrupt the employee’s work assignment.

EVALUATIONS AND PERSONNEL FILES. A. The Assistant Principal will have the right, upon request, to review the contents of her personnel file. No material derogatory to the Assistant Principal conduct, service character, or personality will be placed in her personnel file unless the Assistant Principal has had an opportunity to review that material. The Assistant Principal will acknowledge that she has had the opportunity to review such material by affixing her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with contents thereof. The Assistant Principal will also have the right to submit a written answer to such material, and her answer shall be reviewed by the Superintendent and attached to the file copy. B. The Principal shall evaluate the performance of Xxxxx X. Xxxxx in writing at least once annually not later than May 1 based upon 1) the mandates contained in M.G.L., Chapter 71 as amended by the Education Reform Act of 1993; 2) the policies of the Xxxxxxx School Committee;

EVALUATIONS AND PERSONNEL FILES. Evaluations A. Employees shall be evaluated in writing by their immediate supervisor or the designee of the chief site administrator who is not a unit member. The evaluation shall be discussed with the employee. 1. Each permanent employee shall be evaluated at least once every two (2) years. The probationary period for employees will be six (6) months or 130 days of paid status, whichever is longer. Probationary employees may be evaluated prior to completion of the probationary period. 2. Input to the evaluation shall be solicited only from sources who have direct knowledge by observation or contact with the employee being evaluated. 3. If an employee is on a leave of absence at the time of their evaluation date, the District will provide the evaluation within 30 days of the employee’s return to work. B. The evaluation shall be done on a standard form provided for this specific purpose. Specific act(s) and/or omission(s) related to job performance shall be identified in evaluation. Any mark other than “standard” requires a specific written explanation. “Below standard” marks shall include specific written recommendations and steps to be taken for improvement. Employees shall be provided time and the right to review and respond, in writing, to their evaluation. Written rebuttals shall be attached to the evaluation. Copies of the evaluation will be provided to the employee, District, principal/supervisor and department head, if applicable. C. An employee will not be marked “below standard” on an evaluation, either as an overall or in individual categories, unless the employee has been previously notified in writing of performance deficiencies.

EVALUATIONS AND PERSONNEL FILES. (A) Each Resident shall have access to his/her official personnel file in the Human Resources Department and the Training Program Office and the right to receive a copy of any documents therein, excluding only recommendations received in connection with the hiring of the Resident on the express condition of confidentiality. (B) Residents shall complete all evaluations within one month of completing each rotation or be subject to loss of credit for the rotation, provided that they receive or have access to the appropriate evaluation at least one week prior to the end of the rotation. Residents will not be held ultimately responsible for the failure of attendings or other supervisors to evaluate Residents. (C) A Supervising attending physician shall provide verbal evaluation to a Resident the attending is supervising approximately halfway through the rotation period and, absent extenuating circumstances, shall complete a written/electronic evaluation of the Resident within forty-five (45) days of the completion of the rotation. The Resident must review and acknowledge receipt of the evaluation. (D) The Resident shall have the right to respond to any evaluatory statement or adverse document (including incident reports) included in his/her official personnel files in the Human Resources Department and the Training Program Office. Such response shall be discussed with the Resident’s advisor, and the Resident’s advisor will include a written response provided by the Resident in the Resident’s official personnel file. The Resident shall have the right to review any unfavorable evaluatory statements in accordance with the Hospital’s procedures. (E) The Hospital will notify the Resident in a timely fashion if any adverse material is placed in his/her official personnel file. (F) Upon receipt of written authorization by a Resident, the Resident’s authorized representative may receive copies of the official personnel file in the Human Resources Department and the Training Program Office, subject to the exclusion expressed in Section 1.

EVALUATIONS AND PERSONNEL FILES. Evaluations A. Bargaining unit employees shall be evaluated in writing by their immediate supervisor or the designee of the chief site administrator who is not a bargaining unit member. The evaluation shall be discussed with the employee. 1. Each permanent employee shall be evaluated once every two (2) years. If a permanent employee receives an overall unsatisfactory evaluation, they may be evaluated each fiscal year of the next two-year cycle. The employee will return to the two-year cycle upon receipt of an overall satisfactory evaluation. The probationary period is six (6) months or 130 days of paid status, whichever is longer. Probationary employees may be evaluated prior to completion of the probationary period. 2. Input to the evaluation shall be solicited only from sources who have direct knowledge by observation or contact with the bargaining unit employee being evaluated. 3. If an employee is on a leave of absence at the time of their evaluation date, the District will provide the evaluation within 30 days of the employee’s return to work. B. The evaluation shall be done on a standard form provided for this specific purpose. Specific act(s) and/or omission(s) related to job performance shall be identified in the evaluation. Less than satisfactory marks shall include specific written recommendations and steps to be taken for improvement. Employees shall be provided time and the right to review and respond, in writing, to their evaluation. Written rebuttals shall be attached to the evaluation. C. An employee will not be marked “unsatisfactory” on an evaluation, either as an overall or in individual categories, unless the employee has been previously notified in writing by the District of performance deficiencies.

EVALUATIONS AND PERSONNEL FILES. 1. Each employee covered by this Agreement shall be evaluated annually by his/her immediate supervisor. This evaluation shall be in writing and shall be discussed at an individual conference and not while the employee is involved in the performance of his/her job. A copy of the written evaluation shall be given to each employee at the end of the conference and shall be made part of the employee's personnel file. 2. A personnel file for each member of this bargaining unit shall be developed and maintained in the Human Resources Department. 3. Given reasonable notice, each employee shall have the right to inspect his/her own personnel file, to question or to comment in writing, to inventory or to reproduce any material therein, providing such reproduction occurs in the place designated by the Human Resources Department. 4. Before any derogatory material has been made a part of an employee's personnel file, the employee shall be given the opportunity to read and sign such material. Such signature does not constitute concurrence with the content of the material. Any response by the employee shall be attached to the material in question. 5. For purposes of suspension or dismissal, only material in the employee's personnel file can be used.