Common use of Individual Employee Evaluation Observations Clause in Contracts

Individual Employee Evaluation Observations. This form of remote observation evaluates an individual employee’s performance against standardized call flow parameters or other metrics relevant to the employee’s business functions. Management or its designee performing Individual Employee Evaluation observing will utilize the following guidelines: • 2 – 10 observed calls will be evaluated monthly or as often as practicable on Service Consultants and All Distance Specialists. The number of calls will vary based on employee skill and specific developmental needs. Observations will be done remotely, either live or recorded or side by side with the employee. • Calls for evaluation purposes will be chosen randomly. • Calls used for evaluative purposes will be differentiated in the employee’s coaching log from those calls used for coaching and development purposes by the Manager/Coach (e.g., “Eval” or “C&D”). • Employees who have achieved “Notification” will be advised as to when these call observations will be scheduled. • Employees who have not achieved “Notification” will not be advised as to when the observations will occur. • While it is not the intent of Individual Employee Evaluation, disciplinary action could occur based on observation results if any of the following were to occur: Gross discourtesy or abuse of the customer is observed Attempt to defraud the company through dishonest sales practices (cramming/slamming) The employee violates privacy of communications or demonstrates integrity problems Employee continually fails to meet established performance standards, as identified through the observation process.

Individual Employee Evaluation Observations. This form of remote observation evaluates an individual employee’s performance against standardized call flow parameters or other metrics relevant to the employee’s business functionsparameters. Management or its designee performing Individual Employee Evaluation observing will utilize the following guidelines: • 2 – 10 remotely observed calls will be evaluated monthly or as often as practicable on all Service Consultants and All Distance SpecialistsReps. The number of calls will vary based on employee skill and specific developmental needs. Observations will be done remotely, either live or recorded or side by side with the employeecurrent observing system. • Calls for evaluation purposes will be chosen randomlyrandomly and cannot be chosen exclusively because of key words, call length or by CR!FT scores, etc. • Calls used for evaluative purposes will be differentiated in the employee’s coaching log from those calls used for coaching and development purposes by the Manager/Coach (e.g., “Eval” or “C&D”). • Any full call is applicable and cannot be deemed non-applicable because it is a “non-sale” call. • Employees who have achieved “Notification” will be advised as to when these call observations will be scheduled. • Employees who have not achieved “Notification” will not be advised as to when the observations will occur. • While it is not the intent of Individual Employee Evaluation, disciplinary action could occur based on observation results if any of the following were to occur: • Gross discourtesy or abuse of the customer is observed • Attempt to defraud the company through dishonest sales practices (cramming/slamming) • The employee violates privacy of communications or demonstrates integrity problems • Employee continually fails to meet established performance standards, as identified through the observation process.

Individual Employee Evaluation Observations. This form of remote observation evaluates an individual employee’s performance against standardized call flow parameters or other metrics relevant to the employee’s business functions. Management or its designee performing Individual Employee Evaluation observing will utilize the following guidelines: •  2 – 10 observed calls will be evaluated monthly or as often as practicable on Service Consultants and All Distance Specialists. The number of calls will vary based on employee skill and specific developmental needs. Observations will be done remotely, either live or recorded or side by side with the employee. •  Calls for evaluation purposes will be chosen randomly. •  Calls used for evaluative purposes will be differentiated in the employee’s coaching log from those calls used for coaching and development purposes by the Manager/Coach (e.g., “Eval” or “C&D”). •  Employees who have achieved “Notification” will be advised as to when these call observations will be scheduled. •  Employees who have not achieved “Notification” will not be advised as to when the observations will occur. •  While it is not the intent of Individual Employee Evaluation, disciplinary action could occur based on observation results if any of the following were to occur:  Gross discourtesy or abuse of the customer is observed  Attempt to defraud the company through dishonest sales practices (cramming/slamming)  The employee violates privacy of communications or demonstrates integrity problems  Employee continually fails to meet established performance standards, as identified through the observation process.

Individual Employee Evaluation Observations. This form of remote observation evaluates an individual employee’s performance against standardized call flow parameters or other metrics relevant to the employee’s business functionsparameters. Management or its designee performing Individual Employee Evaluation observing will utilize the following guidelines: •  2 – 10 remotely observed calls will be evaluated monthly or as often as practicable on all Service Consultants and All Distance SpecialistsReps. The number of calls will vary based on employee skill and specific developmental needs. Observations will be done remotely, either live or recorded or side by side with the employeecurrent observing system. •  Calls for evaluation purposes will be chosen randomlyrandomly and cannot be chosen exclusively because of key words, call length or by CR!FT scores, etc. •  Calls used for evaluative purposes will be differentiated in the employee’s coaching log from those calls used for coaching and development purposes by the Manager/Coach (e.g., “Eval” or “C&D”). •  Any full call is applicable and cannot be deemed non-applicable because it is a “non-sale” call.  Employees who have achieved “Notification” will be advised as to when these call observations will be scheduled. •  Employees who have not achieved “Notification” will not be advised as to when the observations will occur. •  While it is not the intent of Individual Employee Evaluation, disciplinary action could occur based on observation results if any of the following were to occur:  Gross discourtesy or abuse of the customer is observed  Attempt to defraud the company through dishonest sales practices (cramming/slamming)  The employee violates privacy of communications or demonstrates integrity problems  Employee continually fails to meet established performance standards, as identified through the observation process.