HOW TO APPRAISE. a. Define the standard — rate each person against the requirements of his/her position. b. Be objective — avoid reference to personal likes and dislikes. c. Consider one factor of ability at a time. Each factor is distinct and does not necessarily relate to similar factors. d. Base appraisals on observed and proven performance — avoid impressions based on hearsay. e. Base appraisals on average daily performance — avoid rating occasional incidents which highlight a particularly good or bad performance. f. Written narrative explanation must accompany any areas designated as unsatisfactory, with specific recommendations for means of improvement.
Appears in 5 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
