Job Descriptions and Performance Evaluations. Each employee shall be provided with an accurate and up-to-date copy of his/her job description upon hire, upon changing positions, or upon request. The job description shall be reviewed, and revised if necessary, as a part of the employee's regular performance evaluation, and revised at other times when needed due to changes in the duties assigned to a position.
Job Descriptions and Performance Evaluations. Job Descriptions Performance Evaluations
Job Descriptions and Performance Evaluations. 1. Written job descriptions are required for all Covered Employment positions. Each job description will include the job title, exempt or non-exempt status, a job summary, the immediate supervisor(s) to whom the position reports, the position’s minimum necessary qualifications, typical responsibilities, roles, or tasks for the position, the minimum salary, and the current salaries of all Covered Employees holding that position. A copy of the job description will be maintained in the Covered Employee’s personnel file. The Employer will provide employees with adequate training, including as needed, cross training to perform job duties. Additionally, the Employer will provide no less than 30 days’ notice before the effective date of the revised job description.
2. The parties agree that consistent communication is necessary for the Covered Employees to progress in their work on behalf of the ACLU of Minnesota. To facilitate this, the parties agree they will endeavor to have regularly scheduled check-ins between Covered Employees and their immediate supervisors, as well as regularly scheduled meetings as a department.
3. Check-ins serve as a method to keep communication lines open, and as a venue for Covered Employees and supervisors to discuss informally issues which may give rise to “just cause,” as that term is defined in Article 20, before further intervention or discipline becomes necessary.
4. Formal performance evaluations shall be conducted at least annually. The evaluation shall be written assessments of individual performance. The process is intended to be positive, cooperative, and ongoing, and the purpose may include, among other things, to identify and discuss areas of strength and weakness, develop professional goals, build the upcoming year’s work plan, and facilitate improvement for the benefit of the ACLU of Minnesota.
5. Performance evaluations will include reviews of Covered Employees by their immediate supervisor(s). Managers of Covered Employees’ supervisors will solicit feedback from the pertinent Covered Employees to take into consideration as part of their review. All ACLU of Minnesota employees are expected to fully cooperate with all aspects of the performance evaluation process.
6. To the extent that the Employer uses a rating system for performance reviews, the Employer will provide at least 5 options, which will be uniformly applied to all Union positions.
7. Performance evaluations completed by Covered Employees shall be provided ...
