JOB PERFORMANCE APPRAISALS Sample Clauses

JOB PERFORMANCE APPRAISALS. 23.01 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. 23.02 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. 23.03 A formal performance appraisal shall be conducted once per year for employees who have completed their probationary period. 23.04 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. 23.05 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. 23.06 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. 23.07 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. 23.08 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 36.02) scheduled to discuss an unsatisfactory rating. 23.09 Once the supervisor has completed the written performance appraisal, the employee shall be given an opportunity to sign the performance appraisal and attach written comments, if so desired, p...
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JOB PERFORMANCE APPRAISALS. 35.1 The Board shall develop a revised performance appraisal system. 35.2 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. 35.3 A Member shall have the opportunity to sign and add comments to the performance appraisal.
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JOB PERFORMANCE APPRAISALS. L43.1 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. L43.2 A Member shall have the opportunity to sign and add comments to the performance appraisal.
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JOB PERFORMANCE APPRAISALS. L45:01 Performance appraisal is a process which includes the systematic supervision, formal evaluation and planned professional growth of the individual.
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JOB PERFORMANCE APPRAISALS. 45:01 Performance appraisal is a process which includes the systematic supervision, formal evaluation and planned professional growth of the individual. 45:02 An employee is entitled to be notified twenty-four (24) hours prior to a meeting with the Principal/Supervisor 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, twenty-four (24) hours prior to the day of the meeting, of the member’s right to have the Bargaining Unit President or designate present at such meeting. At the member’s discretion, the member shall be accompanied at the meeting by the Bargaining Unit President or designate. 45:03 The summative evaluation report shall be made in writing. 45:04 The employee shall be given an opportunity to initial or sign the final evaluation report and add comments if the employee desires. This opportunity shall occur before anyone other than the employee, the evaluator and their advisors view the final evaluation report.
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JOB PERFORMANCE APPRAISALS. 23.01 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. 23.02 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. 23.03 A formal performance appraisal shall be conducted once per year for employees who have completed their probationary period. 23.04 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. 23.05 Unless otherwise mutually agreed, supervisors shall provide at least five
Sample 1
JOB PERFORMANCE APPRAISALS. 39:01 The Board shall develop a performance appraisal system that shall be consistent for all Members. (a) Prior to an employee being put on review for unsatisfactory job performance, the appropriate Program Department supervisor and the Principal of the school shall review the employee’s job performance based on the role description approved by the Program Department. (b) A Member is entitled to be notified twenty-four (24) hours prior to a meeting with the immediate supervisor 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, twenty-four (24) hours prior to the day of the meeting, of the Member’s right to have the Bargaining Unit President or designate present at such meeting. At the Member’s discretion, the Member shall be accompanied at the meeting by the Bargaining Unit President or designate. It is understood that performance appraisals shall be based on the role description approved by the Program Department for this purpose.
Sample 1
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JOB PERFORMANCE APPRAISALS. The Board shall develop a revised performance appraisal system. A Member is entitled to be notified at a meeting with the Board 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 designate present at such meeting. At the Member’s discretion. the Member may be accompanied at the meeting by the President of the Bargaining Unit or designate who shall be notified in advance by the member of the time and place of the meeting.
Sample 1
JOB PERFORMANCE APPRAISALS. The Board shall develop a performance appraisal system that shall be consistent for all members. A member is entitled to be notified twenty-four (24) hours prior to a meeting with the 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, twenty-four (24) hours prior to the day of the meeting, of the member's right to have the Bargaining Unit President or designate present at such meeting. At the discretion, the member shall be accompanied at the meeting by the Bargaining Unit President or designate.
Sample 1

Related to JOB PERFORMANCE APPRAISALS

  • 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.

  • 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.

  • 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.

  • 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.

  • Quarterly Contractor Performance Reporting Customers shall complete a Contractor Performance Survey (Exhibit I) for each Contractor on a Quarterly basis. Customers will electronically submit the completed Contractor Performance Survey(s) to the Department Contract Manager no later than the due date indicated in Contract Exhibit D, Section 17, Additional Special Contract Conditions. The completed Contractor Performance Survey(s) will be used by the Department as a performance-reporting tool to measure the performance of Contractors. 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 MyFloridaMarketPlace or on the Department's website).

  • 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.

  • SCHEDULE FOR PERFORMANCE REVIEWS 7.1 The performance of the Employee in relation to his performance agreement shall be reviewed for the following quarters with the understanding that the reviews in the first and the third quarter may be verbal if performance is satisfactory:

  • 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).

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

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