Job Performance Appraisal Sample Clauses

Job Performance Appraisal. 25.01 Performance appraisal is intended to be a culmination and confirmation of discussions that have taken place between the supervisor and the employee throughout the preceding period. Performance appraisals may be used by the University to make decisions related, but not limited to: promotion, demotion, discipline and hiring. 25.02 All performance appraisals shall be made in writing and signed by the evaluator, with a copy being sent to the employee. The written appraisal shall be made available to the employee at the earliest possible opportunity. 25.03 A formal performance appraisal shall be conducted once per year for employees who have completed their probationary period. Formal performance appraisals shall be completed before the end of June each year. 25.04 Probationary employees shall have a formal performance appraisal half way through their initial probationary period, as well as just prior to the end of their probationary period. 25.05 Unless otherwise mutually agreed, supervisors shall provide at least five (5) days notice to the employee prior to any formal performance appraisal and encourage the employee to provide a written summary of their work performance over the preceding period that includes, but is not limited to: achievements; areas for improvement; areas for job related development; and performance goals for the next period. 25.06 Performance appraisal shall include a face-to-face meeting between the supervisor and the employee to discuss the appraisal. This meeting shall take place prior to the supervisor writing the formal appraisal. An employee who becomes uncomfortable in this meeting may stop the meeting until such time as they have Union representation at the meeting. 25.07 A performance appraisal that alleges an employee’s performance is unsatisfactory shall outline: 1) the reason(s) that the employee’s performance is unsatisfactory; and 2) specific recommendations for improvements necessary to achieve satisfactory performance in the area(s) that the supervisor has alleged are unsatisfactory. 25.08 If a member is to receive an unsatisfactory review, the Bargaining Unit President or designate will be notified and be present at: 1) the meeting where the member is informed that they are to receive an unsatisfactory rating; and 2) the interim meeting(s) (Article 25.13) scheduled to discuss an unsatisfactory rating. 25.09 Once the supervisor has completed the written performance appraisal, the employee shall be given an opportuni...
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Job Performance Appraisal. The Board shall develop a performance appraisal system.
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Job Performance Appraisal i. A Member is entitled to be notified at a meeting with Board representatives that the Member is to be put on review for unsatisfactory job performance. The Board shall inform the Member and the President of the Bargaining Unit, two (2) days prior to the day of the meeting, of the Member’s right to have the President of the Bargaining Unit or Chief Negotiator present and also the time and place of such meeting. ii. A Member shall have the opportunity to sign and add comments to the performance appraisal. iii. Bargaining unit Members shall not be required to discipline or evaluate other bargaining unit Members. iv. The performance evaluation procedure shall not be amended without prior consultation with the Bargaining Unit President. v. The agreed upon evaluation process will not include the evaluation of a Member’s participation in voluntary activities.
Sample 1
Job Performance Appraisal. L42.01 The Board shall develop a performance appraisal system. L42.02 A Member is entitled to be notified at a meeting with Board representatives that the Member is to be put on review for unsatisfactory job performance. The Board shall inform the Member and the President of the Bargaining Unit, prior to the day of the meeting, of the Member’s right to have the President of the Bargaining Unit or Chief Negotiator present and also the time and place of such meeting. The member shall be accompanied at the meeting by the Union representative.
Sample 1
Job Performance Appraisal. The parties hereby acknowledge the Board’s right to implement a Job Performance Appraisal System as it deems appropriate if and when approved by the Board. All evaluations shall be made in writing and provided to the member by the Principal of Continuing Education or designate. Members shall review their performance evaluations and sign or add comment to the document within the timeframe established within the Board procedure. It is agreed and understood by the parties that no bargaining unit member shall be required to perform an evaluation of another member of the bargaining unit.
Sample 1

Related to Job Performance Appraisal

  • Performance Appraisal The employee's performance will be rated by his/her immediate excluded supervisor. The rater shall discuss the performance appraisal with the employee. The employee shall have the opportunity to provide his/her comments to be attached to the performance appraisal. The employee shall sign the performance appraisal and that signature shall only indicate that the employee has read the performance appraisal. A copy shall be provided the employee at this time.

  • Performance Appraisals 3201 The Employer shall complete a written appraisal of a nurse's performance at least bi-annually. Upon request, the nurse shall be given an exact copy of the appraisal. 3202 The nurse shall have an opportunity to read such document. 3203 The nurse's signature on such document merely signifies that the contents of the document have been read. 3204 If the nurse disputes the appraisal, she/he may file a reply to the document in accordance with Article 29, and/or she/he may file a grievance under Article 12 of this Agreement.

  • CONTRACTOR PERFORMANCE AUDIT The Contractor shall allow the Authorized User to assess Contractor’s performance by providing any materials requested in the Authorized User Agreement (e.g., page load times, response times, uptime, and fail over time). The Authorized User may perform this Contractor performance audit with a third party at its discretion, at the Authorized User’s expense. The Contractor shall perform an independent audit of its Data Centers, at least annually, at Contractor expense. The Contractor will provide a data owner facing audit report upon request by the Authorized User. The Contractor shall identify any confidential, trade secret, or proprietary information in accordance with Appendix B, Section 9(a), Confidential/Trade Secret Materials.

  • 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 Performance Review When a formal review of an employee’s performance is made, the employee concerned shall be given an opportunity to discuss, sign and make written comments on the review form in question and the employee is to receive a signed copy to indicate that its contents have been read. An employee shall be entitled to a minimum of two (2) work days to review the performance review prior to providing any response to the Employer, verbally or in writing, with respect to the evaluation.

  • Annual Performance Review The Employee’s performance of his duties under this Agreement shall be reviewed by the Board of Directors or a committee of the Board of Directors at least annually and finalized within thirty (30) days of the receipt of the annual audited financial statements. The Board of Directors or a committee of the Board of Directors shall additionally review the base salary, bonus and benefits provided to the Employee under this Agreement and may, in their discretion, adjust the same, as outlined in Addendum B of this Agreement, provided, however, that Employee’s annual base salary shall not be less than the base salary set forth in Section 4(A) hereof.

  • Performance Assessment 6.1 The Performance Plan (Annexure A) to this Agreement sets out key performance indicators and competencies that needs to be evaluated in terms of – 6.1.1 The standards and procedures for evaluating the Employee’s performance; and 6.1.2 During the intervals for the evaluation of the Employee’s performance. 6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force; 6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames; 6.4 The Employee’s performance will also be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan (IDP) as described in 6.6 – 6.13 below; 6.5 The Employee will submit quarterly performance reports (SDBIP) and a comprehensive annual performance report at least one week prior to the performance assessment meetings to the Evaluation Panel Chairperson for distribution to the panel members for preparation purposes; 6.6 Assessment of the achievement of results as outlined in the performance plan: 6.6.1 Each KPI or group of KPIs shall be assessed according to the extent to which the specified standards or performance targets have been met (qualitative and quantitative) and with due regard to ad-hoc tasks that had to be performed under the KPI; 6.6.2 A rating on the five-point scale described in 6.9 below shall be provided for each KPI or group of KPIs which will then be multiplied by the weighting to calculate the final score; 6.6.3 The Employee will submit his self-evaluation to the Employer prior to the formal assessment; 6.6.4 In the instance where the employee could not perform due to reasons outside the control of the employer and employee, the KPI will not be considered during the evaluation. The employee should provide sufficient evidence in such instances; and 6.6.5 An overall score will be calculated based on the total of the individual scores calculated above.

  • Ongoing Performance Measures The Department intends to use performance-reporting tools in order to measure the performance of Contractor(s). These tools will include the Contractor Performance Survey (Exhibit H), to be completed by Customers on a quarterly basis. Such measures will allow the Department to better track Vendor performance through the term of the Contract(s) and ensure that Contractor(s) consistently provide quality services to the State and its Customers. The Department reserves the right to modify the Contractor Performance Survey document and introduce additional performance-reporting tools as they are developed, including online tools (e.g. tools within MFMP or on the Department's website).

  • Annual Performance Bonus During the Employment Term, the Executive shall be entitled to participate in the STIP, with such opportunities as may be determined by the Chief Executive Officer in his sole discretion (“Target Bonuses”), and as may be increased (but not decreased, except for across-the-board reductions generally applicable to the Company’s senior executives) from time to time, and the Executive shall be entitled to receive full payment of any award under the STIP, determined pursuant to the STIP (a “Bonus Award”).

  • Performance Adjustment One-twelfth of the annual Performance Adjustment Rate will be applied to the average of the net assets of the Portfolio (computed in the manner set forth in the Fund's Declaration of Trust or other organizational document) determined as of the close of business on each business day throughout the month and the performance period.

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