Grievances Related to Performance Evaluations Sample Clauses

Grievances Related to Performance Evaluations. An employee may not receive an overall performance rating, also known as an average score, of “Below Expectations” 2.9 or below unless they have been notified in writing at least once during the rating period (typically the calendar year) prior to receiving their final performance review. The written notification must include language stating that their performance does not meet the Employer’s legitimate expectations. The Employer shall give the Employee an opportunity to improve their performance prior to the final evaluation. Employees who receive an overall rating of “Below Expectation” 2.0 – 2.9 may appeal their rating though the grievance process set for the in the parties’ Agreement up to step 3 of the grievance procedure. Employees who receive a rating of “Unsatisfactory” below 2.0 may appeal their rating through the grievance arbitration process set forth in the parties’ Agreement. An arbitrator may hear an “unsatisfactory rating grievance,” and the arbitrator may overturn the rating only if it is arbitrary and capricious and, if so, assign a merit increase (retroactive to January 1) not to exceed the maximum merit increase provided in paragraph 1 above. If the arbitrator determines that an “Unsatisfactory (1)” rating was arbitrary and capricious, the Employer shall pay the arbitrator’s fees. Otherwise, the Union shall pay the arbitrator’s fees.
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Related to Grievances Related to Performance Evaluations

  • Employee Performance Evaluations Any employee performance evaluation shall be prepared by the employee's supervisor who has the responsibility and authority to prepare such reports. Employee performance evaluation reports shall be discussed with the employee prior to finalization of each category of the report. An employee will receive an appointment with his/her department's reviewing officer to discuss the evaluation by signing the evaluation form in the space provided. Each department shall make a reasonable effort to ensure that the reviewing officer for this purpose has not been a party to the preparation of the evaluation. In no case shall the reviewing officer sign the evaluation form until a review has occurred. Any regular or special evaluation with a rating of "unsatisfactory" shall include plans for employee development. Except in cases of termination, release from probation, or leave of absence, employees who receive an unsatisfactory performance evaluation must receive a follow-up evaluation. The follow-up evaluation shall cover a period of time no greater than ninety (90) calendar days from the date of the final review of the initial unsatisfactory evaluation. An employee shall have the right to submit written comments regarding any evaluation and to have such comments included in his/her personnel file along with the evaluation.

  • Performance Evaluations 34.1. The Contractor is subject to an annual performance evaluation to be conducted by NYCDOT pursuant to the PPB Rules.

  • EMPLOYEE PERFORMANCE EVALUATION Purpose: To provide the policy and procedures for assessing employee performance and communicating the results of assessment to the employee and to others using assessment information in personnel decisions, and further to express the mutual commitment of the parties to the University’s values.

  • Contractor Performance Evaluations The Contract Administrator will evaluate Contractor’s performance as often as the Contract Administrator deems necessary throughout the term of the contract. This evaluation will be based on criteria including the quality of goods or services, the timeliness of performance, and adherence to applicable laws, including prevailing wage and living wage. City will provide Contractors who receive an unsatisfactory rating with a copy of the evaluation and an opportunity to respond. City may consider final evaluations, including Contractor’s response, in evaluating future proposals and bids for contract award.

  • Performance Evaluation The Department may conduct a performance evaluation of Contractor’s Services, including Contractor’s Subcontractors. Results of any evaluation may be made available to Contractor upon request.

  • Annual Performance Evaluation On either a fiscal year or calendar year basis, (consistently applied from year to year), the Bank shall conduct an annual evaluation of Executive’s performance. The annual performance evaluation proceedings shall be included in the minutes of the Board meeting that next follows such annual performance review.

  • EMPLOYEE EVALUATIONS 3. Any matter for which there is recourse under State or Federal statutes.

  • Types of Grievance (a) An individual grievance is a grievance which involves a single individual.

  • ADJUSTMENT OF GRIEVANCES 26.01 Any complaint, disagreement or difference of opinion between the Employer and the Union, or the employees covered by this Agreement, which concerns the interpretation, application, operation or alleged violation of the terms and provisions of this Agreement, shall be considered as a grievance.

  • EMPLOYEE EVALUATION 14.1 The purpose of employee evaluation is to support decisions concerning employee discipline, promotion and improvement. Evaluation shall be the responsibility of the immediate supervisor who shall not be a member of the bargaining unit.

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