Common use of JOB PERFORMANCE APPRAISALS Clause in Contracts

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, prior to the appraisal being forwarded to the appropriate division head. 23.10 If the employee disputes the accuracy or completeness of their performance appraisal they may request a meeting with the division head to discuss their performance appraisal prior to the division head confirming the appraisal and it being placed in their personnel file. 23.11 Employees shall have the right to attach a response or written comments to their performance evaluation. Any such response or written comments will be included with the performance appraisal in the employee’s personnel file. It is understood that the appropriate division head and/or supervisor shall be given the opportunity to review any such response or written comment prior to the document being placed in the employee’s official personnel file (as described in Article 10 – Personnel File). 23.12 By signing the performance appraisal, the employee is indicating a review and discussion have taken place and that they have received a photocopy of the appraisal but does not imply agreement or disagreement on behalf of the employee.

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’ days notice to the employee prior to any formal performance appraisal and encourage the employee to provide a written summary of their his/her 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, prior to the appraisal being forwarded to the appropriate division head. 23.10 If the employee disputes the accuracy or completeness of their performance appraisal they may request a meeting with the division head to discuss their performance appraisal prior to the division head confirming the appraisal and it being placed in their personnel file. 23.11 Employees shall have the right to attach a response or written comments to their performance evaluation. Any such response or written comments will be included with the performance appraisal in the employee’s personnel file. It is understood that the appropriate division head and/or supervisor shall be given the opportunity to review any such response or written comment prior to the document being placed in the employee’s official personnel file (as described in Article 10 – Personnel File). 23.12 By signing the performance appraisal, the employee is indicating a review and discussion have taken place and that they have he/she has received a photocopy of the appraisal but does not imply agreement or disagreement on behalf of the employee.

JOB PERFORMANCE APPRAISALS. 23.01 The following clause is applicable for full-time employees only. 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. 23.02 25.02 All performance appraisals shall be made in writing and signed by the evaluator, with a copy being sent to the employeefull-time employee and the union in the event of negative reviews. The written appraisal shall be made available to the employee at the earliest possible opportunity. 23.03 25.03 A formal performance appraisal shall may 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. 23.04 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. 23.05 25.05 Unless otherwise mutually agreed, supervisors shall provide at least five (5) days’ 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 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. 23.07 25.07 A performance appraisal that alleges determines 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 determined by the supervisor has alleged are unsatisfactorysupervisor. 23.08 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 36.0225.13) scheduled to discuss an unsatisfactory rating. 23.09 25.09 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, prior to the appraisal being forwarded to becoming a part of the appropriate division heademployee’s record. 23.10 25.10 If the employee disputes the accuracy or completeness of their performance appraisal they may request a meeting with the division head their supervisor to discuss their performance appraisal prior to the division head supervisor confirming the appraisal and it being placed in their personnel file. Employees may also file a formal grievance if they dispute the accuracy or completeness of their performance appraisal. 23.11 25.11 Employees shall have the right to attach a response or written comments to their performance evaluation. Any such response or written comments will be included with the performance appraisal in the employee’s personnel file. It is understood that the appropriate division head and/or supervisor shall be given the opportunity to review any such response or written comment prior to the document being placed in the employee’s official personnel file (as described in Article 10 17 – Personnel File). 23.12 25.12 By signing the performance appraisal, the employee is indicating a review and discussion have taken place and that they have received a photocopy of the appraisal but it does not imply agreement or disagreement on behalf of the employee. 25.13 If a member receives an unsatisfactory performance review, they shall not receive a PTR increase, as scheduled, in the year that they receive the unsatisfactory review. In the case of an unsatisfactory review, two (2) interim reviews will be conducted. The first interim review will be conducted three (3) months after the unsatisfactory rating and, if performance remains unsatisfactory, the second interim review will be conducted six

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’ days notice to the employee prior to any formal performance appraisal and encourage the employee to provide a written summary of their his/her 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, prior to the appraisal being forwarded to the appropriate division head. 23.10 If the employee disputes the accuracy or completeness of their performance appraisal they may request a meeting with the division head to discuss their performance appraisal prior to the division head confirming the appraisal and it being placed in their personnel file. 23.11 Employees shall have the right to attach a response or written comments to their performance evaluation. Any such response or written comments will be included with the performance appraisal in the employee’s personnel file. It is understood that the appropriate division head Division Head and/or supervisor shall be given the opportunity to review any such response or written comment prior to the document being placed in the employee’s official personnel file (as described in Article 10 – Personnel File). 23.12 By signing the performance appraisal, the employee is indicating a review and discussion have taken place and that they have he/she has received a photocopy of the appraisal but does not imply agreement or disagreement on behalf of the employee.

JOB PERFORMANCE APPRAISALS. 23.01 The following clause is applicable for full-time employees only 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. 23.02 25.02 All performance appraisals shall be made in writing and signed by the evaluator, with a copy being sent to the employeefull-time employee and the union in the event of negative reviews. The written appraisal shall be made available to the employee at the earliest possible opportunity. 23.03 25.03 A formal performance appraisal shall may 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. 23.04 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. 23.05 25.05 Unless otherwise mutually agreed, supervisors shall provide at least five (5) days’ 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 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. 23.07 25.07 A performance appraisal that alleges determines 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 determined by the supervisor has alleged are unsatisfactorysupervisor. 23.08 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 36.0225.13) scheduled to discuss an unsatisfactory rating. 23.09 25.09 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, prior to the appraisal being forwarded to becoming a part of the appropriate division heademployee’s record. 23.10 25.10 If the employee disputes the accuracy or completeness of their performance appraisal they may request a meeting with the division head their supervisor to discuss their performance appraisal prior to the division head supervisor confirming the appraisal and it being placed in their personnel file. Employees may also file a formal grievance if they dispute the accuracy or completeness of their performance appraisal. 23.11 25.11 Employees shall have the right to attach a response or written comments to their performance evaluation. Any such response or written comments will be included with the performance appraisal in the employee’s personnel file. It is understood that the appropriate division head and/or supervisor shall be given the opportunity to review any such response or written comment prior to the document being placed in the employee’s official personnel file (as described in Article 10 17 – Personnel File). 23.12 25.12 By signing the performance appraisal, the employee is indicating a review and discussion have taken place and that they have received a photocopy of the appraisal but it does not imply agreement or disagreement on behalf of the employee. 25.13 If a member receives an unsatisfactory performance review, they shall not receive a PTR increase, as scheduled, in the year that they receive the unsatisfactory review. In the case of an unsatisfactory review, two (2) interim reviews will be conducted. The first interim review will be conducted three (3) months after the unsatisfactory rating and, if performance remains unsatisfactory, the second interim review will be conducted six (6) months after the initial unsatisfactory rating. If performance improves to a satisfactory level during either of these reviews, the member shall receive their PTR increase retroactive to the date the PTR increase would have normally been received. If performance is still unsatisfactory, the member shall not receive their PTR increase for the year.